Interview training for hiring managers

In this blog post, we will look at the best interview training for hiring managers so that the best talent can be found.

 

What is the purpose of an interview?

The purpose of an interview is to assess the qualifications of a job candidate in order to determine if they are a good fit for the role.

It is important for interviewers to have a clear vision of what they are looking for in a candidate so that they can make unbiased decisions. Hiring criteria that are tied directly to job-specific skills and competencies will help the interviewer avoid decisions based on personal chatter.

How training can be used to improve interviews

Good interviewers use mock interviews to practice techniques and improve their skills in order to have productive conversations with candidates, evaluate resumes, and question candidates about their qualifications.

Training for structured interviews

Structured interviews are an exceptional way to screen candidates and gather data. The questions and format of a structured interview should be designed to collect valuable information from each candidate.

Structured interviews are more objective and legally defensible than unstructured interviews. Interviewers should learn how to prepare behavioral questions, understand rating scales, and score candidates consistently.

A rating process is important so that hiring managers can make informed decisions after interviewing candidates.

Benefits of structured interviews

One of the most important requirements of an interview is asking the same questions of every candidate, regardless of who they are or what their situation is. This will reduce discrimination claims.

A fantastic way to achieve this is actually through one-way video interviews. With video interviewing each candidate gets sent a list of the exact same questions in the same format, which the candidates then record themselves answering. You can find out much more about this in a past post of ours here: Can One Way Interviews Stop Discrimination in Interviews?

Interviewing for specific jobs should be done with team leaders or managers in the department that needs the new employee.

Generic interviews are needed to assess whether a candidate is a good cultural fit for your company.

What are the different interviewing techniques?

Different interviewing techniques can be used in order to obtain information from a candidate and guide the conversation in a productive direction.

General questions can be used at the beginning of an interview to get to know the candidate better, while more specific questions can be asked later on to probe their knowledge and understanding of a topic.

Behavioral questions can also be used to understand a person's personality and motives, while technical questions can be used to assess their expertise in a particular area.

Interview training for hiring managers

Step 1: Determine job competencies

To determine job competencies for an interview, review the job description and requirements.

Identify the skills and abilities needed to be successful in the role. Consider what behaviors and attitudes are associated with success in the job.

Prepare questions that focus on these skills, abilities, and attributes.

Step 2: Train awareness of body language

Candidates' body language can tell hiring managers a lot about their backgrounds, intentions, and suitability for the job. Hiring managers can improve their interviewing skills by becoming more aware of body language and other non-verbal cues.

Additionally, structured interviews are more objective and legally defensible than unstructured interviews, so it is important for hiring managers to understand behavioral questions and rating scales in order to score candidates consistently.

Step 3: Leverage the right technology

Technology can help interviewers to manage their time more effectively and automate administrative tasks, freeing up the capacity to focus on more important jobs.

Additionally, technology can be used to streamline the recruiting process and create diverse interview panels which improves candidate satisfaction.

Using technology can help recruiters find the best candidates for the job quickly and efficiently.

Step 4: Focus on candidate engagement

It is essential to keep the interview process positive and focused on the job at hand. A focus on continuous candidate engagement will lead to faster turnaround on hiring decisions, more high-quality talent in your pipeline, and a larger pool of diverse candidates.

Interviewers should be given the power to self-schedule interviews and given plenty of feedback throughout the hiring process.

The candidate experience includes more than just interviews. It's important to focus on the candidate relationship in order to create a positive experience. Building a candidate relationship is more important than ever.

Candidates want to know that their opinions will be heard and that they can trust the company they're interviewing with. Transparency and open communication are key in building a strong relationship with candidates.

Step 5: Mitigate implicit biases and illegal practices

It's important that hiring managers are aware of the potential for bias and illegal practices during interviews in order to avoid these problems.

One way to combat bias is to use structured interviews, which are more objective and legally defensible. Additionally, training on how to interview effectively can help reduce the chances of bias.

Finally, it's important to be aware of your own implicit biases and use tools to help avoid illegal practices during interviews. By taking these steps, your team can improve the quality of candidates and make better hires overall.

Managers can help themselves overcome any subconscious biases by taking the Harvard Implicit Association Test or re-enacting bias experiments during training sessions.

 

Step 6: Make the candidate part of a whole

Candidates should feel like their input is important and that they are a part of the team. Assume that job seekers are interviewing with multiple companies, and give them the engagement they need to feel like they're part of the process.

Continuous candidate engagement will result in the faster turnaround on hiring decisions, more high-quality talent, and a larger pool of diverse candidates.

Step 7: Don't create an imaginary perfect candidate

  1. It is important to remember that not every candidate will be perfect.
  2. It is important to focus on the skills and abilities that are most important for the position, rather than looking for a perfect candidate.
  3. It is important to avoid getting stuck on hiring the "perfect" candidate, as this may not be achievable or desirable. Interviewers can help remove unconscious bias from the interviewing process by having a clear vision of what success looks like in the role they're trying to fill.
  4. Without specific hiring criteria, interviewers risk making bad and/or biased decisions Hiring leaders can set up their entire interview team by providing hiring criteria that match job-specific skills and competencies.

6 Do not focus on hypothetical questions Interviewers can be influenced by personal, demographic, or lifestyle chatter in unstructured interviews

Step 8: Avoid small talk

It's often better to avoid small talk during an interview so that you can focus on the important questions. Do not ask questions which do not add value to the interview. Instead, let the candidates do their own thing and fill the conversation with meaningful dialogue.

Step 9: Take time to review the candidate

It is important for hiring managers to review each candidate after the interview in order to make an informed decision. Taking notes during and after the interview will help you remember the key points about each candidate.

An ATS can also be used to keep track of all the candidates and notes. Reviewing the information about each candidate will help you determine if they are a good fit for the position.

Step 10: Listen more, speak less

In order to be a successful interviewer, it is essential to be a good listener.

Listening carefully allows you to make more accurate assumptions and form better hypotheses about the conversation.

It also shows that you are interested in the job and want to learn more about it. To be a good listener, wait for the candidate to finish what they are saying before you respond.

Pay close attention to what the candidate is saying in order to get a comprehensive answer. You can also improve your listening skills by focusing on nonverbal communication cues such as facial expressions and body language.

Step 11: Stay objective

When interviewing candidates, it is important to be as objective as possible. This means not giving any hints about whether or not you will hire the candidate, and letting the candidate express their opinions without bias.

Bias can negatively affect your interviews by causing you to inaccurately assess a candidate's qualifications. To avoid this, use competency-based evaluations which focus on the skills and abilities needed for the job. This will help you to more objectively assess candidates and find the best person for the job.

Step 12: Make a report

After an interview, it is important to make a report for each candidate in order to properly assess their skills and qualities. This report should use notes and details from the interviews to create a comprehensive overview of the candidate. Once all reports are completed, they can be used to decide whether or not to hire a candidate.

It is also important to measure and track progress toward goals in order to ensure that your team is learning at the correct level. In-depth reporting can help track progress and ensure that everyone is on the same page.

  1. After an interview, make a report for each candidate that outlines why you should not hire them. By doing this, you will be able to more objectively decide whether or not to hire the candidate.
  2. Make sure to measure and report on your team's progress in interviews. This will help you track their learning and make sure they are progressing at the right level.

Step 13: Follow up

It is important to follow up after an interview for both the interviewer and the interviewee. Following up can help improve the relationship.

For the interviewer, it is a way to get final feedback from the interviewee. For the interviewee, it is a way to express their interest in the position and company.

This is an ethical practice that most candidates expect. However, many hiring managers fail to follow up, which can result in missed opportunities.

Step 14: Give a concluding answer

The concluding answer is the most important part of the interview. Be clear and concise in your conclusion, so there is no confusion on the candidate's part. It's important to end an interview on a positive note.

When ending the interview, it is important to ask questions that will help you determine whether the candidate is a good fit for your company. Give the candidate enough time to answer questions thoroughly. Include a plan of action in your conclusion so both parties know what the next steps are.

What is the importance of body language in an interview?

Candidates use nonverbal cues to try and decipher the thoughts and feelings of the hiring manager.

It is important for hiring managers to be aware of their own body language, as it can give away a lot about how they are feeling.

Mock interviews are a great way for hiring managers to practice taking note of these cues and to learn how to better evaluate candidates. During the mock interview, pay close attention to the candidate's body language.

Are they making eye contact? Do they seem comfortable? Are they slouching or fidgeting? These are all things that can give you clues as to how the candidate is feeling. Try to keep your own body language positive, as it can influence the candidate's experience.

What are the different ways to take notes during an interview?

It is important to take notes during an interview in order to remember what was discussed and to jot down any questions that come to mind. When taking notes, it is important to keep in mind the different types of learners.

For example, some learners may benefit from taking summary notes while others may find it more helpful to take verbatim notes. It is also important to accurately capture what was said so that both parties can understand each other.

How do you end an interview?

There are a few different types of questions you can ask to end an interview. First, you can ask the interviewee to summarise their qualifications for the position.

Second, you can ask the interviewee about their availability for the next step in the hiring process.

Finally, you can ask the interviewee if they have any questions for you.

Do your managers have the interviewing skills to find, attract and hire the best talent?

By being prepared and confident, you can answer any question that may be asked, no matter how difficult it may seem.

A quick recap on how to begin your interview training for hiring managers:

  1. Be professional and personable.
  2. Get candidates to loosen up and be more transparent.
  3. Supplement your verbal interview skills with body language.
  4. Disguise your interviewing skills as a relaxed conversation.
  5. Book a discovery call to get more information about the candidate
  6. Make sure your questions are well-crafted and relevant to the position you are interviewing for.
  7. Avoid bias by asking questions that uncover information about the candidate's skills and abilities.
  8. Be objective in your evaluation of candidates, based on their qualifications alone

 

We hope you enjoyed our post on Interview training for hiring managers and found the information in this article helpful.

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