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Interview process policy template

The interview process policy  serves as a comprehensive guide for HR professionals, ensuring that the interview process is standardized across the organization. By following a consistent approach, HR can ensure fairness, reduce biases, and enhance the efficiency of the hiring process.

This policy not only streamlines the recruitment procedure but also ensures that the best talent is identified and onboarded.

The interview process policy is ready to be tailored to your company’s needs. It could be part of your hiring guide.

What is the interview process policy?

The Interview Process Policy outlines the steps and guidelines to be followed when interviewing potential candidates for a position within the organization. 

It begins from the moment a job vacancy is identified, through to the screening of applications, shortlisting of candidates, conducting interviews, and finally, making a job offer. 

The policy ensures that every candidate is given an equal opportunity and is assessed based on merit, skills, and fit for the role. 

Additionally, it emphasizes the importance of maintaining professionalism, confidentiality, and respect throughout the process, ensuring that the organization’s reputation is upheld and that candidates have a positive experience regardless of the outcome.

A interview process policy should include:

  1. Stages of the interview: A clear outline of the different phases, such as initial screening, technical interviews, HR interviews, and final discussions
  2. Roles and responsibilities: Defining who is responsible for each stage, from screening resumes to conducting interviews and providing feedback
  3. Evaluation criteria: Setting clear guidelines on how candidates will be assessed, ensuring consistency and fairness
  4. Feedback and communication: Procedures for providing feedback to candidates and communicating the next steps or decisions

Why is it important to have an interview process policy?

An Interview Process Policy is crucial for ensuring that the recruitment process is consistent, transparent, and fair. It provides clear guidelines for both interviewers and candidates, ensuring that everyone is on the same page. 

A well-defined policy reduces the risk of biases, ensures that the best talent is selected, and upholds the organization’s reputation as a fair and desirable employer. 

Moreover, it ensures compliance with employment laws and regulations, reducing potential legal risks.

Step by step instructions on how to write your own interview process policy

1. Identify the need

Understand the specific requirements of your organization. For instance, tech companies might require coding tests, while marketing roles might focus on portfolio reviews.

2. Define the stages

Break down the interview process into clear stages. For example, initial screening, technical round, managerial round, and HR discussion.

3. Set roles and responsibilities

Assign specific individuals or teams to each stage. For instance, the technical team handles the technical round, while HR manages the final discussion.

4. Determine evaluation criteria

Set clear metrics or guidelines for evaluating candidates at each stage. This could include technical skills, cultural fit, or problem-solving abilities.

5. Feedback mechanism

Establish a system for interviewers to provide feedback and for candidates to receive updates on their status.

6. Review and update

Periodically review the policy to ensure it remains relevant and effective, making adjustments as needed.

Interview process policy template

Policy brief & purpose

This policy aims to provide clarity, structure, and fairness to the interview process at [Organization Name], ensuring that we consistently identify and onboard the best talent aligned with our values and objectives.


All recruitment activities and roles within [Organization Name].

Policy Guidelines

Interview process

Our interview process begins with a collaborative meeting between the hiring team and our recruiters to align on the role’s requirements. Once the job is posted, the initial interaction with potential candidates typically takes the form of a screening call or a one-way video interview.

This is followed by a cognitive assessment and a role-specific assignment to gauge their practical skills. The next phase involves a detailed interview with the hiring manager, where we use a scorecard for consistent evaluation. Candidates then engage with our senior leadership, allowing us to assess their strategic fit with our company’s vision.

Before finalizing our decision, we conduct reference calls to gain insights into the candidate’s past performance. The process concludes with successful candidates receiving an offer letter.

Things to avoid

As interviewers, it’s crucial to maintain professional boundaries and avoid certain topics:

Previous employers: While it’s acceptable to discuss reasons for leaving a past job, refrain from engaging in negative talk about former employers. If a candidate veers into unprofessional territory, redirect the conversation to more relevant topics.

Personal matters: Avoid delving into personal topics unless the candidate brings it up in a context relevant to their career. Remember, if it’s not a topic you’d discuss in a professional meeting, it’s likely inappropriate for an interview.

Sensitive topics: Politics, religion, and other controversial subjects have no place in interviews.

Overly casual conversations: While building rapport is essential, the primary focus should be on professional matters. Ensure the discussion remains centered on the role and the candidate’s qualifications.

Avoiding conflicts: Encounters with challenging candidates are inevitable. Regardless of their behavior, always remain calm, professional, and steer the conversation back to the job at hand.


[Organization Name] is committed to a transparent, fair, and comprehensive interview process, ensuring that we bring onboard individuals who resonate with our values and contribute to our vision.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.


Frequently asked questions

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