Playbook: Interview Process

Playbook: Interview Process

Published November 15, 2023

In the dynamic landscape of today’s professional world, hiring the right candidate is crucial for the success and growth of any organization. The interview process plays a pivotal role in this, serving as the gateway to identifying individuals who not only possess the required skills but also align with the values and culture of the team. In this blog post, we’ll delve into the significance of a well-structured interview process and provide a step-by-step playbook to streamline your hiring efforts.

Free License:

This playbook is a FREE Industry template that can be tweaked or used as-is for your own organization or teams, in perpetuity. This contribution to the community was created after research on the current Industry best practices on the subject. However, this is only a guidance and needs to be modified as required, to best fit your needs. This template does not provide any assurances or guarantees. It also needs you to modify Roles, Tasks and Durations to those that best fit your specific needs.

The template provided for FREE DOWNLOAD covers the following sections:

The Need for a Systematic Approach

The generic interview process outlined below serves as a foundation for ensuring a thorough and efficient evaluation of potential candidates. Let’s explore why each step is essential in crafting a successful interview strategy.

1. Review the Job Description

Before diving into the interview process, it’s imperative to revisit and refine the job description. Ensure it accurately reflects the team’s current needs and the evolving landscape of the industry. A clear and concise job description sets the stage for attracting candidates with the right qualifications.

2. Identify Key Competencies

Identifying the key competencies, skills, and qualities required for the role is the cornerstone of effective candidate evaluation. This step narrows down the focus, ensuring that the interview process aligns with the specific requirements of the position.

3. Create a Scoring System

A scoring system or rubric provides a structured framework for evaluating candidates consistently. This objective assessment tool minimizes biases and helps in making informed decisions based on predefined criteria.

4. Determine Interview Format and Participants

Choosing the right interview format, whether it be a panel discussion or one-on-one sessions, depends on the nature of the role. Identifying interviewers and briefing them on their roles ensures a collaborative and comprehensive evaluation.

5. Schedule Interviews

Efficient scheduling is crucial to ensure all participants are available and informed about the interview format. A well-coordinated process reflects organizational professionalism and respects the time of both candidates and interviewers.

6. Prepare Interview Questions and Materials

Crafting interview questions aligned with the identified competencies is an art. Well-thought-out questions provide insights into a candidate’s abilities, experiences, and problem-solving skills. Additionally, preparing materials in advance streamlines the interview process.

7. Brief Interviewers

Ensuring interviewers are well-informed about their roles, the scoring system, and the overall interview process is essential. Consistency in communication enhances the reliability and fairness of the evaluation.

8. Conduct Interviews

Executing the interviews with precision and fairness is paramount. A consistent and structured approach guarantees that each candidate is evaluated on the same criteria, providing a level playing field.

9. Take Detailed Notes

Recording detailed notes during each interview is a best practice. These notes serve as a valuable resource during the evaluation and decision-making process, ensuring that no crucial details are overlooked.

10. Score Candidates Immediately

Scoring candidates immediately after each interview maintains the integrity of the evaluation process. It also allows for real-time adjustments and clarifications, if needed.

11. Facilitate Discussion Among Interviewers

Creating a platform for interviewers to discuss and compare their impressions promotes collaboration and ensures a comprehensive evaluation. This step adds a layer of depth to the assessment process.

12. Compile Scores and Notes

Compiling all scores and notes into a comprehensive evaluation facilitates an objective comparison of candidates. This consolidated view is instrumental in identifying the top candidates.

13. Inform Candidates of Their Status

Transparent and timely communication with candidates post-interview is a reflection of the organization’s commitment to professionalism. This step also ensures a positive candidate experience, regardless of the outcome.

14. Gather Feedback for Continuous Improvement

Gathering feedback from both interviewers and candidates is a crucial step in the evolution of your interview process. Learning from each hiring experience allows for continuous improvement and refinement of your approach.

15. Finalize Top Candidate(s) and Extend Offer

After thorough evaluation and discussion, finalizing the top candidate(s) and extending a job offer is the culmination of a well-executed interview process. This step marks the beginning of a promising professional relationship.

16. Conduct Final Review

Conducting a final review of the selected candidate’s qualifications and fit for the role is a prudent measure. This ensures alignment with organizational goals and sets the stage for a successful onboarding process.21


The interview process is not just a routine task; it’s a strategic initiative that shapes the future of your team and organization. By following the playbook outlined above and utilizing the provided monthly interview template, you can elevate your hiring process to new heights. Remember, a well-structured and consistently executed interview process is the key to identifying and welcoming the right talent into your organization.

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