The Alignment Meeting with HR and the Team

Selection as a Strategic Project

It is essential to conceive the recruitment process not as a series of isolated tasks, but as an integral project.

Different people are involved in this project (Human Resources, the line manager, and sometimes other members of the team), and the success of the project depends directly on everyone involved being perfectly aligned.

The manager, as one of the key players, must ensure that this alignment occurs before interacting with any candidate.

Individual Manager Preparation

Even before the interview team alignment meeting, the manager must conduct his or her own preparation.

This involves not only reviewing the job description, but also thoroughly studying the competencies to be assessed, defining the specific purpose of his or her interview, and reviewing the methodology to be used, such as the STAR model.

This individual preparation is crucial in order to bring value and clarity during the team meeting.

Defining the Approach: Who Evaluates What?

Once the profile has been defined and HR has shortlisted a list of candidates, it is time for the interview team alignment meeting.

Since it is common for several interviewers to evaluate the candidate individually, it is vital to define each interviewer's approach to avoid redundancies and ensure complete coverage of the profile.

Who will focus on validating in-depth technical aspects? Who will be responsible for assessing key behavioral competencies? Who will inquire about motivation and cultural fit?

Unifying Guidelines and Anticipating Questions

Once the roles are defined, the team should review the interview guides to be used. It is important to agree on what basic questions will be asked and what specific information should be supplemented by each interviewer in his or her guide.

This unification of tools is what will allow for a much more efficient and fair evaluation discussion at the end of the interview round.

Also, the team should anticipate potential questions candidates may ask (about the role, compensation, culture, etc.) and determine what standardized response will be given and at what point in the process certain information will be shared.

Communication and Legal Planning

A critical aspect of alignment is the logistics of communication with the candidate.

The team must define how and who will manage the interview appointment, follow-up and, very importantly, notification of those who do not continue in the process.

This ensures a professional and respectful experience for all applicants.

In addition, although often overlooked, this meeting is the time to consult with the company's legal team if there is any doubt about contractual issues or questions that may be discriminatory.

Benefits of Total Alignment

Investing time in this alignment meeting prior to the first interview ensures efficiency at every stage of the selection process.

Beyond internal efficiency, it projects an image of professionalism and organization to the candidate, who perceives a coherent and serious process.

Ultimately, this prior synchronization is what allows the selection team to more accurately and confidently identify the ideal candidate for the position.

Summary

Selection should be viewed as a comprehensive project that requires total alignment between the manager, HR and the team. Beforehand, the manager must prepare individually, studying the competencies and methodology.

The objective of the meeting is to define the approach. It is decided who will evaluate what (technical, behavioral or cultural aspects) to avoid redundancies and to unify the interview guides.

The logistics of communication with the candidate are also planned and possible questions are anticipated. This alignment projects professionalism and allows you to identify the ideal candidate with greater confidence.