Creating an Interview Process That Wins Top Talent

The job market is rebounding and that means we are seeing more job openings than we have in years. With more companies vying for the same talent, it is essential that you build a hiring process that not only attracts the right candidates, but also wins them.

We’ve taken our years of experience and created a comprehensive guide to help you build an interview process that will earn you the candidates your company needs. Here we start at the beginning, not just writing a job description, but creating a candidate persona that will help you identify the right hire.

Get the “real” position on paper

The most important part of any hiring process is creating the criteria for the position. Seems obvious, right? The reality though, is that hiring managers often follow the out-dated model created by HR departments; lengthy parameters based on experience, technical requirements, track records of success, and skill prerequisites. These are important, but they are only part of the picture. In today’s job market a company must understand what its company culture is and have criteria in place to identify candidates that will share in its culture, values, and vision.

What this looks like for every company is different, and you will want to take a look at your own team and your own unique culture. What works for a Fortune 500 company will be vastly different than what a local start-up requires.

As an example, here is the criteria we created for our client’s Sales Development Representative position:

  • Tech-savvy junior candidates with a strong propensity toward sales
  • Intelligent, quick thinkers
  • Researchers who are intellectually curious
  • Social, team-minded winners
  • Currently making between $30k and $50k
  • Looking to make between $55 and $80k

Prioritizing the ideal candidate profile is key to finding a team member with the right traits to grow within the company. Candidates might respond to your job posting, but no candidate will relate to a bulleted list of job responsibilities and required skills. This new practice should also enable you to create a common-sense job description that resonates with candidates.

Promotion Paths

This is where you answer the “What’s in it for me?” question. By outlining ahead of time a clear career progression, ideally with multiple routes to right-fit their advancement, you provide an example of strong leadership and a path for them to develop as professionals.

The types of incentives you offer will depend on the seniority of the position, of course, but there are things you can provide that should appeal to all employees:

  • Clear expectations for performance with clear income expectations
  • Evidence to show this role will enhance their career and develop them as professionals
  • Promotion opportunities to continue challenging them


This is just the start. We’ve broken down creating an interview process to hire top talentthe entire interview process, from the phone interview to in-person interviews, and all the way through the offer stage.

We will be releasing this in segments over the next several weeks. If you want to jump-start your hiring now, you can download our white paper and Learn How to Win Top Talent today.