Sharon, I love following the "Who" Book method that is based on Topgrading. I've used it in my company for over 13 years and works very well. Depending on the size of your company and hiring resources, you could simplify it a bit. Here is in general what we do:
- Job Posting
- Culture first (Why + Values), overall position, selling the company
- We ask them to write back with paragraph stating how they have exemplified those core values in the past
- Filter through responses ignoring those that did not write paragraphs
- 5 min phone interview
- Fit, ask questions about resume and value paragraph
- Ask them for another time they have lived Core Values, and ask about CV just to make sure they are not lying
- Let them know that they need to make assessment before next interview (give a limited time)
- Add homework between now and next meeting to test their skills.
- 1hour interview
- Based on Topgrading: Look for patterns in their life. Constantly use Threat of reference
- Add a task or test to determine if they have the skill (for instance, the bookkeeper test for scanning, the Office manager test for smile over phone, scheduling her own appointments. Sales to do some cold calling or sell something on the spot)
- Assign Homework again
- Fill in People Analyzer for Values and GWC
- Group Interview with all final candidates for the same position + Visionary and Hiring Manager. Share company vision and culture. What we expect from the position. Observe them in group setting. Filter by values and Questions.. at the end, we ask them who would they hire from the group if not them.
- Onboarding is clear with 5-5-5 conversation ans expectations checked every month for first 90 days to make sure they are RPRS. After that they go to Quarterly conversation rhythm.