intervjuprosess

Intervjuprosess, or interview process, is the sequence of activities that an organization uses to assess candidates for a vacancy and decide whom to hire. It encompasses planning, outreach, screening, interviewing, assessment, decision making, and onboarding, and is designed to evaluate a candidate's skills, experience, and cultural fit against the job requirements.

Planning and sourcing typically start with defining the role, verifying qualifications, and creating a job description. Applications are collected, screened for essential criteria, and candidates may undergo pre-screening conversations to gauge interest, availability, and basic suitability before more detailed evaluation.

Interview formats vary. Common approaches include phone or video screens, in-person or virtual interviews, behavioral and technical questions, case studies, portfolio reviews, and written or practical assessments. Interviews can be structured with standardized questions and scoring rubrics, and may be conducted by one interviewer, a panel, or through multiple rounds.

Evaluation and checks may involve scored interviews, reference checks, and, where appropriate, background verification or skills assessments. A calibration step helps ensure consistency across interviewers, reduce bias, and align on the criteria for hire before a final decision is made.

The final stage is offer and negotiation, followed by onboarding. After an offer is accepted, organizations typically complete administrative steps and integration into the team, with timing adjusted to business needs and candidate expectations.

Best practices emphasize fairness, accessibility, and privacy. Transparent criteria, interviewer training, candidate experience, and compliant handling of data help maintain credibility and legal risk management. Metrics such as time-to-fill, offer acceptance rate, and candidate satisfaction are used to improve the process over time.