Structured interviews are proven to be more effective than unstructured interviews at selecting the best candidates and for reducing bias. Say no to ad hoc, unstructured interviews that create an apples-to-oranges comparison of candidates. Capture crucial interview notes and feedback in the moment to avoid recency bias. Don’t let essential data get lost in notepads, spreadsheets and other random places.
With a documented plan & checklist, easily keep track of time to make sure you stay on track and cover off everything you need to. Want to start the interview covering off salary and relocation allowance? Great, make sure that happens every time. Want to end the interview with the candidate’s questions and next steps? Fantastic, bed that into the interview plan and make sure it happens on time, every time.
Was the candidate’s answer good, bad or ok? With clear marking guidelines for each question, you can do away with gut-feel, intuition based approaches that often miss the best candidates and highlight the most likeable candidates, even if they’re not the best. Instead, leverage Alooba’s interview rubric to allow you to easily measure candidates across every dimension that matters to you. No more moving the goalposts, no more ambiguity.
With a structured interview and single place to measure interview performance, your best candidates are highlighted easily, without bias. Compare against each other and to the Alooba talentpool to understand how they benchmark. The best candidate is the candidate who scored the best. No more guesswork.
You’ve got 30-60 minutes to understand ‘Is this the best candidate for the role?’. Don’t waste time with irrelevant or repetitive questions. Focus on quality over quantity, leveraging Alooba’s bank of interview questions, crafted & reviewed by skills experts. Augment with your own company or team-specific questions to customize the interview to your needs.
Whether it’s a technical interview, behavioural interview or values interview, any interview type can be made more fair through a structured approach. Measure hard skills, soft skills or values.
Traditional unstructured interviews are overly reliant on the individual interviewer to decide what to ask and how to score interviewees. This is often a poor candidate experience when facing inexperienced or unqualified interviewers, especially those without experience in the role they’re interviewing. With Alooba, your junior managers and talent team can conduct initial screening interviews with confidence.
The tables have turned. Candidates no longer accept dodgy employer practices like no interview feedback, ghosting and bias. They’re not afraid to out such companies on LinkedIn, Glassdoor and Reddit, leading to the best candidates applying elsewhere. With objectivity built-in and feedback guaranteed, candidates will enjoy the experience, no matter the outcome.
No more HiPPO (Highest Paid Person’s Opinion) decisions getting the go-ahead. Give every interviewer a chance to independently measure the candidate to avoid groupthink and conformity bias. With debrief time bedded into the interview plan, this provides a chance for any rating differences across interviewers to be discussed and reconciled.
With a centralised place to evaluate candidates, easily communicate this feedback internally or to the candidate. Candidates will love the actionable feedback that you can deliver quickly, solving the number pain point of candidates - lack of quality feedback. Make sure this feedback gets to the candidate quickly, without delays from cumbersome internal processes.
Dodgy company hiring practices are under increasing scrutiny. Some questions you simply cannot ask in an interview. With a clear interview guide defined before starting, avoid your inexperienced interviewers getting themselves and your company into hot waters.
Getting a job is considered a human right. Legislation is quickly catching up. Unstructured gut feel interviews with notes haphazardly collected on paper or random spreadsheets won’t stand up in court. Collect the evidence to justify your decisions and avoid litigation or criminal prosecution for bias.
Interviews are tough for everyone, especially introverts and the neurodiverse. Put candidates at ease with a clear and coherent interview structure, methodically organized and executed.
No tick and flick approach or pointless note-taking that just goes into an HR blackhole. Score across the metrics that actually matter to you. Collect data that matters, to give you the insights you need to make the right decision and hire the best candidate.
From advanced data professionals to data part-timers, we cover the full breadth of the data literacy spectrum.
Leverage Alooba’s interview questions and customize the interview for exactly what you need by adding your own interview questions. Every role has different requirements. Make sure you ask the right questions for the right role.
Measure each candidate on a scale of 1-5 for each question. Checkoff common red flags for the role or question. Award candidates bonus points for their x-factors. Get extra insights with open-ended questions.
Already using Alooba Assess in the screening stages? Great. Alooba Interview integrates seamlessly with Alooba Assess, so you can effortlessly move candidates through each stage of your hiring process. Automatically invite strong Alooba Assess candidates to interview to reduce time to hire.
Integrates seamlessly with Microsoft Teams, Google Meet & Zoom. Back in the office? No worries - conduct in-person interviews too.