10 Tips for Training Managers to Interview Candidates
Hiring managers are the key decision-makers in the recruitment process, as they are the ones who ultimately choose who to hire for their teams. But, do they have the necessary skills and knowledge to conduct effective and unbiased interviews that result in the best candidates for the role?
Interview training for managers is essential to ensure that they can assess candidates’ qualifications, potential, and fit in a reliable and fair way. Without proper training, managers may rely on their gut feelings, personal preferences, or stereotypes, which can lead to poor hiring decisions and negative consequences for the company.
In this article, we will provide some tips on how to train managers to interview candidates for quality of hire, covering the following aspects:
Let’s dive into each of these tips in more detail.
1. Know the role?and company vision ??
Before interviewing candidates, managers should have a clear understanding of the job requirements, responsibilities, and expectations. They should be able to explain what the role entails, what skills and experience are needed, and how the role contributes to the company’s goals and vision. They should also be familiar with the company’s strategy, mission, and culture, so they can answer candidates’ questions and sell the employer brand.
2. Prepare interview questions ?
Managers should plan ahead what questions they will ask candidates, based on the job description and the desired competencies and behaviors. They should avoid cliché, illegal, or irrelevant questions that don’t provide useful information about candidates’ skills and fit. For example, they should not ask questions about candidates’ age, race, gender, religion, marital status, or disability, as these are discriminatory and may violate labor laws.
They should also not ask questions that are too easy, too vague, or too personal, as these may not reveal candidates’ true abilities or motivations. Instead, they should use structured interviews, which are proven to be more reliable and fair than unstructured ones.
Structured interviews involve asking all candidates the same set of predefined questions in the same order and evaluating their responses using a standardized scoring system. This way, managers can compare candidates objectively and reduce biases. Some examples of structured interview questions are behavioral questions (e.g., “Tell me about a time when you had to deal with a difficult customer.”), situational questions (e.g., “How would you handle a conflict between two team members?”), or competency-based questions (e.g., “How do you prioritize your tasks?”).
3. Coordinate with the hiring team ?? ?? ??
Managers should collaborate with other interviewers, such as HR & talent professionals, team members, or external stakeholders, to ensure a consistent and comprehensive evaluation of candidates. They should also agree on the criteria and methods for scoring and comparing candidates’ responses. To achieve this, managers should communicate with the hiring team before and after each interview session.
They should share their interview questions and expectations with other interviewers beforehand and solicit their feedback and opinions afterward. They should also discuss any discrepancies or disagreements among interviewers and reach a consensus on who to move forward or reject.
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4. Combat biases???
Managers should be aware of their own hidden biases that may affect their judgment of candidates. Biases are unconscious preferences or prejudices that can influence how we perceive and evaluate others based on their appearance, background, personality, or behavior.
Some common types of biases that can occur during interviews are confirmation bias (seeking information that confirms our existing beliefs), halo effect (forming a positive impression based on one favorable trait), contrast effect (comparing candidates to each other rather than to a standard), or similarity effect (preferring candidates who are similar to ourselves). To combat biases during interviews, managers should learn how to identify and minimize them by using objective measures, such as tests or work samples, diversifying the hiring panel, and seeking feedback from others.
5. Build rapport with candidates ??
Managers should create a positive and engaging interview experience for candidates by being friendly, respectful, and attentive. They should also use effective communication and presentation skills to convey their message clearly and confidently. To build rapport with candidates, managers should:
6. Reinforce training?????
Managers should not stop learning after attending an interview training session. They should keep up with the latest trends and best practices in interviewing by reading articles, watching videos, or taking online courses. They should also seek feedback from HR or other interviewers on their performance and areas for improvement. They should review their interview notes and scores and reflect on what went well and what could be better. They should also celebrate their successes and learn from their failures.
7. Get professional coaching ??
Managers can benefit from hiring experts who can provide them with interview skills training, coaching, or consulting. These professionals can help managers improve their interviewing techniques, overcome challenges, and achieve better hiring outcomes. They can also provide managers with tools and resources, such as interview guides, templates, or software, to streamline and optimize the interview process.
By following these tips, managers can become more effective interviewers who can identify and hire the best talent for their teams and organizations. Interview training for managers is an investment that pays off in the long run, as it leads to higher quality of hire, lower turnover, and greater employee satisfaction and performance.
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