Conducting compelling interviews is key to a company’s success. That’s because one of the most important decisions a company can make is who to hire.
A poor interview process can lead to missing out on valuable employees. To make sure they’re hiring the best candidates, companies need to create benchmarks based on their top-performing interviewers and hiring partners. However, without the right tools or framework, it can be hard for organizations to know what a good interview looks like.
For training the interviewers and recruiters, companies are beginning to build structured interview training programs to ensure that everyone involved in the hiring process conducts quality interviews.
We recently talked to the recruiting and talent acquisition teams at the forefront of this effort to get an inside look at how they built their programs. What did we learn? Interviewer training is an important, but often overlooked, part of the hiring process.
There are two reasons for this.
First, when an organization doesn’t have much training, hiring goals often take priority and interviewer training takes a backseat.
Second, as organizations try to conduct training, it can be hard to manage at scale, which can slow down training cycles or lead to abandoning the process altogether in favor of hiring needs.
Because of these challenges, 41% of recruiters and hiring partners find it tough to assess candidates during interviews. But don’t worry, at BarRaiser, we’ve developed a four-step process to create an effective interviewer training program. Keep reading to learn more.
What is an interviewer training program?
An interviewer training program is a well-crafted program that uses proven techniques and communication skills to train interviewers, recruiters and hiring partners. Good interviewer training should include useful interview skills, basic principles of psychology, recognition of prejudice, mock interviews with feedback, and a job interview checklist. This training helps interviewers build trust with candidates and covers questions that interviewers should ask and avoid in order to stay on track and prevent mistakes during an interview.
Who should participate in Interview Training?
Anyone working in a role that allows them to participate in conducting interviews should attend interview training. This includes
- Business Owners, founders
- Functional managers
- Hiring managers
- Department heads
- Personnel department
- Squad Leaders
- College Admissions Staff