Our content writers play a vital role across the team by providing BabelQuest and our clients with the assets they need to market, sell, and better serve their customers. Being able to hire the right content writers is historically one of our biggest business challenges.
A clear, easy-to-follow process for conducting such interviews helps.
Note: this process is for applicants who have already submitted samples of previously written content, which the Head of Content will have already reviewed and vetted.
Step 1 of the process
The Head of Content should conduct the culture interview using this template. Make a copy of the template and save it to the BabelQuest Confidential/Operations/HR/Interviews folder with the applicant’s name.
The first interview is primarily a culture-based meeting to ascertain that the applicant will be a good fit for our company (and we a good fit for them).
In the interview, take efforts to help the candidate feel welcome, at ease, offer them a hot drink and have water and biscuits available. Help them to experience our culture from the first moment they step through the door, whether or not they turn out to be a good fit for us.
Take notes during the interview and complete the spreadsheet afterwards.
Step 2 of the process
After the interview has finished, the Head of Content should make a decision to progress the applicant or disqualify them.
If disqualified, send the candidate (or recruitment agency) an email informing them they have not been successful.
If advanced, the Head of Content will need to set up a second, skills-based interview. Liaise with the recruitment agency or the candidate directly to set up the second interview at a date and time that suits both parties and set the skills-based task using those defined in this list.
Request that it is completed and send back to you at least a day ahead of the second interview, giving you time to review it.
If you are already keen on the applicant, set a date that’s sooner rather than later.
Step 3 of the process
For the skills-based interview, the Head of Content should prepare a series of questions exploring the applicant’s capabilities. These might be tailored around specific skills we are looking for in the content team as well as gaps in — or questions raised by — the applicant’s CV and the quality of their skills-based task.
Step 4 of the process
The Head of Content should begin the second interview by going through the applicant’s completed task with them.
Look for their ability to receive constructive criticism and evidence of passion. Ask them to talk about the process they followed and how they approached the task. What did they find difficult and how long did it take?
This discussion should lead naturally into the skills-based interview and the questions you have already prepared.
Again, make sure the candidate has the opportunity to ask any questions they might have about the nature of the role, the structure of the team, or the company.
Step 5 of the process
If the applicant interviews well and you would like to progress them, invite Becky, Eric, or Vaughn to sit with them for five minutes and ask any questions/form any perceptions they might have as a final approval stage. This is an opportunity for the applicant to meet the heads of the business and vice versa.
Afterwards, thank the applicant for their time and let them know you will be in touch with your decision within the next three days.*