Basic Recruiting Stuff, Week 11: “Broken” Interview Panels
- Basic Recruiting Stuff
Welcome to Week 11 of my ‘Basic Recruiting Stuff’ series—your weekly dose of recruiting fundamentals, common pitfalls, and practical solutions from nearly two decades in the search business.
💥This Week’s Focus: Frankenstein Interview Panels💥
✅ What Should Happen: Every interviewer knows their role, every candidate gets assessed against clear, relevant standards, and everyone exits the room smarter, not more confused.
🚩 What Usually Happens: Interview panels get thrown together at the last minute, with participants that couldn’t agree on lunch, let alone on what makes a qualified hire. You’ve got the “Resume Reader,” the “Culture Cop,” and three wildcards who ask whatever popped in their head—and odds are, half of them didn’t even read the job description. Worse, nobody documents their feedback, so “not a fit” is code for “I have no clue why we wasted everyone’s time.” If everyone’s ‘gut feel’ is different, your process is a clusterf*ck—and you ARE the problem.
💡 Why It Matters: Disorganized interview teams tank close rates, confuse top talent, and turn your employer brand into a cautionary tale. The best candidates walk—leaving you with whoever’s desperate enough to stick around for multiple rounds of amateur hour.
🛠️ The ATS Approach: At Asymmetric Talent Solutions, we coordinate and calibrate interviews like a military unit on a high-value op: roles are defined, prep is non-negotiable, and our process ensures every second counts. We streamline communication, standardize transparency, and enforce clarity at every step—producing evidence-based decisions instead of half-baked impressions. Clients end up burning their vendor lists and wondering how they ever tolerated the alternatives. That’s what happens when you replace chaos with actual competence.
🎯 The Takeaway: If your interviews feel like an improv show where no one read the script, you’re not just incompetent, you’re burning bridges with every candidate who survives your circus. Stop playing host to recruiting horror stories.
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