Maintenance grid: the guide to succeed in your recruitments

The interview grid is an essential tool in the recruitment process. It allows recruiters to structure their interviews and ensure an objective evaluation of candidates. This comprehensive guide will help you create an effective grid template.

What are the advantages of using an interview grid during recruitment?

Creating a scoring grid offers numerous advantages for optimizing your recruitment process. It allows you to standardize interviews, thus ensuring fairness and objectivity in candidate evaluation. With this comprehensive overview, you facilitate comparison between different profiles and clearly identify the skills and qualities required for the position. This also helps reduce personal biases that could influence the selection process.

Furthermore, an interview grid improves the quality of hiring. Indeed, it is based on precise and relevant criteria, ensuring an optimal match between the candidate and the position.

How to create an effective interview grid?

To prepare an effective grid, it is essential to structure your questions according to the skills and qualities sought.

• Start by clearly defining the evaluation criteria in relation to the position to be filled and your company. Identify the necessary hard skills and soft skills.
• Use open-ended questions to encourage candidates to elaborate on their work experience and skills.
• Ensure that each question is relevant and contributes to the overall assessment of the candidate profile.
• Include specific sections to assess the candidate's motivations, career goals, and personality traits.
• Finally, put in place a clear and consistent scoring system to facilitate comparative analysis between candidates.

What information can the evaluation grid contain?

An evaluation grid should include the candidate's personal and professional information. It should also mention the technical and professional skills required for the position. Finally, it is important to include soft skills.

It is also important to include the candidate's motivations and career aspirations. Detailed notes and comments from the recruiter should be included for each criterion assessed. This information helps structure the evaluation and ensures an informed decision during the recruitment process.

What criteria should be included in an interview grid?

The criteria included in an interview grid must be aligned with the specific needs of the company and the position. Key criteria include:

• Technical skills related to the field of activity,
• Relevant professional experience,
• The ability to work in a team,
• Communication skills,
• Adaptability and the ability to manage stress,
• Motivation and commitment to the company.

These criteria allow for a holistic evaluation of the candidate profile and ensure an optimal match with the position to be filled.

How to structure an interview grid?

Begin with an introduction where you present the course of the interview and explain the objective of each section.

Next, divide the grid into several sections: technical and professional skills, soft skills and personal aptitudes, and finally, motivations and career aspirations. Each section should contain relevant questions that allow you to assess the candidate's skills and qualities.

Conclude with a statement where you ask open-ended questions and end this one-on-one interview on a positive note.

How to use this interview grid during the evaluation?

How to evaluate a candidate?

During the interview, follow the grid step by step, asking the questions provided in each section. Record the candidates' answers objectively and in detail, based on the established criteria. Ensure all recruiters use the same grid to guarantee consistency in the evaluation.

After the interview, compare the scores of the different candidates to identify the most suitable profiles. Incorporate the results from the scoring grid into your final hiring decision to ensure a selection based on precise and relevant criteria.

What additional questions should be asked during an interview?

To further explore this recruitment assessment, continue your discussion with additional questions.

• Factual questions allow you to verify the candidate's skills and experience. For example: "Can you describe a project where you used [skill]?"
• Open-ended questions encourage the candidate to talk about their aspirations: "How do you see your professional development in the coming years?"
• Behavioral questions help to understand how the candidate reacts in certain situations. For example: "Tell me about a time when you had to manage a conflict within your team."
• Further questions help to clarify certain answers: "Can you explain your previous answer in more detail?"

Optimize your interview grids with an ATS recruitment tool

To optimize your interview grids, use an ATS recruitment tool like Marvin Recruiter. This SaaS software combines an ATS and a CRM. It centralizes data, automates time-consuming tasks, and structures your recruitment process efficiently. By integrating Marvin Recruiter, you benefit from optimized application management and prepare for the age of artificial intelligence.

Marvin Recruiter draws inspiration from the best existing tools, such as HubSpot for CRM and Lemlist for sourcing and outreach. This eliminates non-value-added tasks and provides recruiters with the most powerful tool possible. It is designed to meet the needs of a diverse range of profiles: sourcers, consultants/recruiters, sales representatives, account managers, managers, and executives.

By using an interview grid, you structure your interviews and ensure an objective evaluation of candidates. This method allows you to identify the best profiles based on precise and relevant criteria, thus facilitating decision-making during the recruitment process.

FAQ: Frequently asked questions about the interview grid

• What are the 3 types of interviews?

  The three types of interviews commonly used are:

  • Factual interview: Focuses on the candidate's technical skills and professional experience.
  • Behavioral interview: Evaluates soft skills and how the candidate reacts in specific situations.
  • Aspiration interview: Explores the candidate's motivations and professional aspirations to understand their career plan.

• How to create an interview form?

  To create an interview form, start by defining the evaluation criteria based on the position being filled. Include sections for technical skills, soft skills, motivations, and career aspirations. Add a scoring system for each criterion to facilitate comparison of applications.

• How to fill out the professional interview form?

  To complete the professional interview grid, objectively and thoroughly record the candidate's answers according to the established criteria. Use comments to justify the assigned scores and to provide an overall view of the candidate's performance.

• What are some tricky questions during an interview?

  Trick questions are designed to assess a candidate's ability to handle difficult situations. Examples of trick questions:

  • "Tell me about a weakness you have."
  • "Why did you leave your last job?"
  • "Where do you see yourself in five years?"

  The goal is to see how the candidate reacts and to better understand their resilience and adaptability.

• Sociology interview grid

  The sociology interview grid is used to assess a candidate's social and cultural aspects. It includes questions about company culture, collaboration skills, and adaptability within a team.

• Semi-directive maintenance grid

  A semi-structured interview guide combines structured and open-ended questions. This allows the interview to be guided while still giving the candidate some freedom to express their ideas and experiences.

To further optimize your recruitment process, integrate an interview grid with Marvin Recruiter. Our ATS/CRM software provides the tools you need to centralize your data, automate your tasks, and prepare your team for the age of artificial intelligence. Among our other features, discover the best CRM and create and manage your databases for optimized recruitment management.