Interview for Success (ראיון להצלחה) · Alut Recruitment Department
Anyone can run a good interview
An interview toolkit for Alut's non-recruiter managers: interview prep, reference calls, and a weighted scoring system for candidates.
Product Design Internal Tool Recruitment
Hiring, without a hiring background
Managers across Alut's facilities aren't recruitment specialists, but they're the ones interviewing and hiring for their own teams. Without a shared structure, interview quality, reference checks, and hiring decisions varied manager to manager, with no consistent way to compare candidates. The head of the recruitment department saw the need and came up with the idea: give the managers in the field a tool.
I designed and built the tool together with the head of the recruitment department, whose years of recruiting experience shaped it.
Four tools, one interview
The head of recruitment is the department's authority, with years of experience, so the goal was to carry her knowledge into a process that newer managers could follow. Four connected pieces: role-specific interview questions, where each role has its own list and every question measures a different section or quality; a structured reference-call script covering what to ask and how to run the call; a weighted rating questionnaire that turns interview signals into one comparable score; and a labor-law FAQ that keeps managers compliant along the way: what's legal to ask, notice requirements, timelines.
Interview Prep
Fill in the candidate's details and the role, get 7–10 tailored interview questions back.
Reference Check
A structured script for the recommender call: what to ask, and how to keep the conversation professional and useful.
Rating Questionnaire
Interview signals scored across categories, weighted automatically by role, into one comparable number.
Labor-Law FAQ
Quick, compliant answers to the questions a first-time interviewer is most likely to get wrong.
A repeatable process, not a personal skill
Presented to managers
We showed it in a meeting held for managers, and they were excited to have a tool that would help them.
Asked for more
Managers use it, and they keep asking us to add more roles.
Part of intake
The scores then became part of the intake process, so for certain intakes managers have to use it.
