Good afternoon! Attached to this SHARE is an article I wrote on a quick and easy way to drastically improve your "round robin" interview process when bringing a candidate onsite to meet with your executive team. I would love to network and certainly appreciate any and all referrals. Thanks! Mike
Mike SilversteinPartner & Director of Healthcare ITDirect Recruiters, Inc.31300 Solon Road, Suite 4Solon, Ohio 44139(440) 996-0594 direct (440) 667-8334 email@example.comAbout Direct Recruiters - About Prizm Share
<p>Quick Tips to Improving Your Round Robin
Mike Silverstein, Managing Partner
& Director of Healthcare IT
Bringing a candidate into your office for a â€œround robinâ€ interview and having your top Executives take
time out of their day to interview that person is expensive, complicated and time consuming. Therefore,
if you are going to do it, have a plan and make it worth it.
Historically, Human Resources plans a back-to-back barrage of 45 minute â€œinterviewsâ€ and the
â€œinterviewersâ€ are stuck trying to figure out in a very limited amount of time whether or not a candidate,
that is likely not going to be working for them, has the skills, personality, experience etc. to step into a
critical role in another part of the organization. As a result, the candidate is likely repeating the same
surface level questions and giving the same surface level responses 45 minutes at a time, six times in a
row. At the end of the day, the interview team is generally asked for their â€œthumbs up or thumbs downâ€
and maybe they are asked for a little bit of qualitative justification around their decision. Ultimately, the
interview team probably learned very little additional, relevant information as each interview likely
covered the same generic topics and information.
I would offer the following as an alternative approach that will give your hiring manager much more usable
information in making their decision and will give you a greater bang for your buck when pulling your key
executives in to do a â€œround robinâ€:
1) Have the hiring manager identify five to six areas/topics that are key to being successful on his or
her team, i.e. technical acumen, organization, attention to detail, soft skills and ability to build
relationships quickly, industry knowledge etc.
2) Assign one of these topics to each member of the interview team (i.e. VP of Product Development
to focus on the candidates â€œtechnical acumenâ€).
3) Provide a handful of sub criteria for each topi