Plan for an Interview with an Interview Matrix

One of the ways I organize and plan for interviews is to use an interview matrix. I take the essential skills from the job analysis and use them in the interview matrix to decide who will ask which questions. No, I don’t make those decisions—I ask the interviewers who wants to ask which questions. Now the interviewers know what kinds of questions to develop, and where to expect the interview to start.

Here’s what the interview matrix looks like:

Interviewer/Area Sally Sam Stan Tom Tina Everyone to meet to eval cand
Time&location
Problem solving X X
Design skills X X
Mentoring abilities X X
Ability to learn system quickly X X
Facilitation skills X X

Everyone has a chance to ask different questions about two different areas, leading to different conversations. Because two people ask questions about the same area, you get overlap, but not the same conversation. When Sally and Tom ask about problem solving, they both ask about it, but with a different focus, because their other areas are different.

The everyone column on the right is for everyone to meet at the end of the interview to share their ideas about the candidate.

I suspect you’re already doing something like this, but if not, make it explicit. You can even provide the candidate a copy of this sheet–at least the upper part with the people and the times, so the candidate remembers who he or she spoke with when.

Tags: , ,
Previous/Next Posts
« »

3 Comments

  1. Sara Kmiecik

    Very interesting chart – I will definitely suggest this idea to interviewers that I know!

    Reply
  2. Lak Ming Lam

    This is a very good tips and useful tool to use for interview. In particular to make the interview in a organized way, be able to cover all important areas, and at the end can get a systematic assessment of the candidate.

    I like you last point to provide the interviewer names to the candidate. As a person to be interview at any company, I would like to know who I had talked to and their role (other than name, title is also useful). But in this year’s job search, quite a few companies (all are big name, famous ones) will only give the first name (not include the last name) of the interviewers. Or does not how many times I ask, they won’t provide the information before or at the interview, let along give me a list of names on paper. Not exactly sure why they want to do it this way. In one case the recruiter mentioned privacy reason but still don’t see how it is connected.

    Reply
    • johanna

      Thank you, I’m glad you like it.

      I have no idea why interviewers won’t give you their names. How else can you write a thank-you note or email?? Maybe if you say to the person who coordinates the interview, “Gee, I’d really like to send thank you notes or emails to these people,” maybe the person coordinating will change their mind. But, I bet they have encountered people who “stalked” the interviewers.

      If a candidate “stalked” the interviewers, and demanded to know why he or she wasn’t hired, I can see why the interviewers don’t want their last names provided. In that case, ask the interview coordinator, who is often the HR person or the hiring manager, to pass on your thanks for the interview when you write your thank you note. You can say, “Thanks for a great interview today. Please pass on my thanks to everyone I spoke with today.” Then you have to hope that they do.

      Oh well.

      Best of luck with your job search. I have more tips in Manage Your Job Search.

      Reply

Trackbacks/Pingbacks

  1. Pairing, Observers, and Interviewing Candidates | Hiring Technical People - [...] best interviews are conversations. So have a conversation—a one-on-one conversation. Use an interview matrix, with each interview focused on…
  2. Recrutement Médias Sociaux | Recrutement agile - [...] constituant selon les disponibilités des binômes d’entretien pertinents  (“pair interviewing”) avec des angles de discussion différents, cadrés si besoin…
  3. yulee35bzh | Pearltrees - [...] Plan for an Interview with an Interview Matrix | Hiring Technical People Mentoring abilities Ability to learn system quickly…
  4. Comment le recrutement peut s’inspirer des méthodes agiles | Carnets RH 2.0 - [...] constituant selon les disponibilités des binômes d’entretien pertinents  (“pair interviewing”) avec des angles de discussion différents, cadrés si besoin…

Submit a Comment

Your email address will not be published. Required fields are marked *