With clients across industries, regions, and sectors, we have a front-row seat watching the gamut of interview processes and techniques unfold. Some of our clients prefer to lean into their gut. If they have a good feeling about a candidate they’ll make an offer at the conclusion of the first interview. Others take months to screen, interview, check references, and interview some more before making an offer. We have clients who bomb our candidates with assessments and others who will hire anyone with a pulse that passes a background check and drug test. To be sure, an effective interview process is largely dependent upon industry, urgency, and culture. If your competition is scooping talent up quickly you have no choice but to move fast. With low unemployment, good candidates will always have 2-3 offers to decide between. There’s no one right way to go about interviewing candidates, but there sure are a handful of broken processes.

So how do you know if your interview process is broken? Here are a few signs:

by Trevor Lee

When we had kids my wife started a tradition of doing a “New Year’s Interview” each year on December 31. It was sort of a personal “state of the union.” She wrote down things like achievements from the past year, favorite foods, and what they most enjoyed doing. As they got older it became something they could do for themselves and it became a useful way of helping them consider various aspects of their lives.

While intentional reflection is important for leaders throughout the year, the year’s end has a way of forcing that reflection when busyness has pushed it to the back burner. Reflection on its own won’t really be useful to you or your business though. When my kids fill out their “New Year’s Interview” as fast as they can and never look at it again it’s really a pointless exercise. So how can you make sure your reflection is worth the time?