This article has been designed to answer all your FAQ's about the shortlisting and interview process. If we haven't answered your question please let us know by emailing us at email@example.com we'll add your question in!
If you have other questions, check out our other FAQ's below:
Q: How do you define a Shortlist?
A: A standard shortlist is between 6 and 12 people, depending on the quality and volume of applications and the number of positions you’re hiring for. Assessment for a Shortlist will take place for a maximum of 4 weeks (30 days) from the date the role is ‘live’ (when the first candidate's application is received by Hatch).
Q: How do you ensure shortlists are diverse?
A: We do our best to ensure there is an equal gender representation on every shortlist we send out. We strongly believe that diversity is crucial for high-performing teams. As such, our talent pool is made up of diverse young talent from many backgrounds.
Specifically, our talent pool is made up of:
55% women and 45% men
Degrees: 37% business, 25% STEM, 21% humanities, 9% design
9 institution partners
30+ student societies
Q: How long until I get the shortlist?
A: 10 days after posting your role (Wednesday COB), you will receive a shortlist of 6-12 candidates depending on the role. Please note, for professional roles, candidates will be continually added to the shortlist while the role is open. You can explore candidates' profiles and videos, and then select who to meet for a final in-person interview.
Q: What happens if I’m not satisfied with the Shortlist I have been billed for?
A: We will work with you to do everything we can to make sure you are satisfied. If you would like to discuss this please contact us at firstname.lastname@example.org.
Q: What is the interview process?
A: The interview process is as follows:
You will receive your shortlist 10 days after publishing your role.
You need to then contact candidates to organise interviews. Candidates' contact details can be obtained from the shortlist. Hatch recommends interviewing at least 3 candidates per role.
Run a behavioural event interview. You can learn more about behavioural event interviews here.
Once you've selected who you would like to offer the role to, please notify the successful candidate.
Once the candidate accepts the role, please notify all unsuccessful candidates and Hatch.
Now kick off the onboarding process with your new placement! If you're using our on-hired services, please get in contact with Hatch to coordinate the onboarding process.
Q: How involved is Hatch in the interview process?
A: Hatch is primarily involved up until the interview process. Once a shortlist is produced, it is up to your discretion in interviewing and onboard candidates. If you do need support during this stage of the hiring process, you can access our support center or contact us at email@example.com.
You can find more information about the Hatch journey, here.
Please note, if you are using our on-hired service, Hatch will be involved with and supporting the onboarding process of Hatch placements.
Q: What form should the interviews be?
A: Completely up to you how you do the interviews - they may be in person, over the phone, or at an assessment centre.
We suggest a Behavioural Event Interview (BEI) as it is a great interview technique, based on the assumption that past behaviour is the best predictor of future behaviour. Across interviewing styles, BEI’s have the greatest prediction validity in terms of choosing candidates who will be best for the role. You can find out more about BEIs here.
Q: How long should the interviews go for?
A: We recommend that interviews go for about 45-60 minutes. This is because we believe this gives you enough time to run through a structured behavioural event interview, and assess the candidate's capabilities, skills, and cultural fit.
Q: Are candidates interviewing for other roles?
A: Yes, candidates may be applying and interviewing for other roles. As such, we recommend selecting the candidates you wish to interview as soon as possible in order to avoid disappointment in case the candidate accepts a role elsewhere.
Q: Can I do a reference check?
A: Yes, if you would like to do a reference check, you can coordinate this directly with the candidate/s. You can access the candidates' contact details from their application page on the shortlist.
Q: Can I get a candidate in for a second-round interview?
A: Yes, it is completely up to you how you run the interview process. If you would like to get a candidate in for a second-round interview, please schedule that with the candidate/s and keep us in the loop.
Q: Can the candidates complete a task for me/bring in samples of their work?
A: Yes, you are more than welcome to ask the candidates to bring in samples of their work or complete a task as part of the interview process. Please coordinate this directly with the candidate and keep us in the loop.
Q: Can we interview a candidate for more than 1 role?
A: Yes! It is up to you whether you want to interview the candidate once or bring them in for two different interviews. Please arrange that with the candidate and let us know.
Still have questions?
Drop us an email with all your questions at firstname.lastname@example.org!