• Measuring the Bottom Line
• Global Imaging Systems Case Study
• Video Testimonials
• Sample Interview Guides
• Sample Assessment Reports
• Pre-Employment Selection
• Statistical Validity and Legal Compliance
• The Chally Talent Audit
• Career Assessments
• H.R. Assistant e-Services
• Additional Services
• Win-Loss Analysis
• Customer and Market Audits
• Sales Force Benchmark Gap Analysis
• Developing Your Program
• Chally In Brief
• Value Commitment
• Chally Clients
• Contact Us

Please upgrade to the latest version of Flash Player.

Click here if you already have Flash Player installed.

The Structured Interview Process

Chally encourages clients to consider balanced multi-phase systems for the most effective candidate selection results. We recommend the "30-30-30-10 Rule" be followed:

• 30% of a final selection should be based on assessment results
• 30% on background information and reference checks
• 30% based on interview results
• 10% on perceived fit with the company's culture.

To assist clients in implementing a structured, scorable interview process, Chally builds tailored interview guideline manuals that include:

• The basic methodology to conduct effective interviews
• The relevant questions to ask for a given position
• A guide to score answers

In addition, Chally can provide training for hiring personnel, such as managers and Human Resources staff, at the client's site.

Interviewing as Part of a Selection System

One, Review the Critical Criteria for the position

• Review the Job Expectations
• Review the Critical Success Skills

Two, Define the Hiring Process

• The Most Economical Process
• The Most Objective Process

Three, Prepare for the Interview Sessions

• Review the Interviewing Methods Available
• Establish an Interview Team
• Decide What Company Information to Give Each Candidate
• Look at Ways to Make Interviews More Effective
• Practical Tips of Excellent Interviewers
• What to Avoid During Interviews
• Common Mistakes of Interviewing

Conducting In-Depth Interviews

• The Cone Approach
• Using the Cone Questions Developed for the position
• Cone Questions for the position

Conducting Follow-Up Interviews

How to Integrate Interview Impressions and Objective Testing Data That May Conflict

Appendices

• Alternate Cone Questions for the position
• How to Get Valid Information in a Background Check
• Practical Tips of Excellent Interviewers

Sample Interview Evaluation Form - PDF document