Skills Training For Interviewers Begins And Ends With Relationship Building
As a talent acquisition leader, investing in interviewing skills training can mean the difference for your organizations ability to hire quality staff in todays candidate-driven market. With a well-run interviewer training program, you can increase the chances of securing the talent your organization needs for a competitive edge.
It is no longer only about candidate experience, it is about building candidate relationships. Candidates expect their job search and hiring experience to be positive, and the interview is a key component of fulfilling their expectations.
Post by Eric Dyson
Four Interesting Facts About Hiring And Interviews
Train Awareness Of Body Language
Body language goes both ways. Candidates will be watching you as you conduct an interview, looking for responses to their answers. Building awareness of your body language helps you control it, to present the kind of impartial face you want to set your candidates at ease.
Likewise, learning to read body language can help your hiring manager learn to interpret additional cues from your candidates. Are they expecting specific questions? Are they prepared for what youre asking them? Have you thrown them a curveball? Are there signs that theyre lying to get their foot in the door? There are a lot of signs, both good and bad, that can be interpreted from candidate body language.
Modern Hire stresses the importance of reading body language and other non-verbal cues:
The ability to accurately read candidates body language is an interviewing skill hiring managers can improve with your help. Equally important is making them aware of their non-verbal cues. By actively thinking about and controlling their body language, hiring managers can enhance the candidate experience and the productivity of the meeting.
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Everything You Need To Build Your Best Team
Hireology gives you the process and tools to attract top applicants, hire the right candidate and onboard with ease.
- Intuitive applicant tracking on desktop and mobile
- Integrated with job boards, social media and your career site
- Built-in interview guides, skills tests, references and background checks
- Robust reporting to show hiring velocity, adherence and sourcing ROI to drive more value
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Unsuitable Hires Cost Your Company Up To 30% Of First
This is broken down into retention, salary, and hiring a new candidate to replace the individual. Its important to properly assess your candidates from the start, so that hiring managers can avoid these costs. This doesnt take into account the expense to productivity, team morale, or time managing poor performance.
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Perform An Informational Interview
Next, you may want to consider finding someone to interview who works at the company or in the industry of interest. An informational interview allows you to expand your professional network and gather valuable insight about a specific company’s culture or industry tips that can help you stand out as a better candidate during a job interview.
You can find and reach out to industry and company insiders on social media. Make sure you disclose the fact that you have applied or are interviewing for a position with their company when asking for an informational interview. Once they agree to meet, you can ask questions about how they got their start in the industry, what skills they think are most important to being successful in the role and what qualities the company looks for in new hires.
Hire With Confidence In Our All
Businesses across all industries rely on Hireology to execute a human-centered hiring and people management process that works.
Launch a career site, appear in Google and Facebook Jobs results, post to leading job boards and start internal referral programs.
Text, email and interview candidates, verify skills, references, and background checks all in one place.
Onboard new hires to set them up for success and transfer data to payroll, HRIS, and scheduling systems instantly.
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There Are A Variety Of Interview Agendas But The Basic Elements Include:
- The candidates information such as position applied for and previous employment, skills, experience, and interests
- The interviewers information such as title, department worked in, and whether or not there are multiple interviewers
- The time, length, and location of the interview so you can compare each to determine which provides the maximum effectiveness
- Which questions were asked, their answers, and notes on follow-up questions
- Additional notes, overall impressions, and the likelihood of pursuing another interview or hiring
Leverage The Right Tech
Legal compliance is a must. But theres more to amazing interviews than just following rules.
When interviewers get bogged down with back-and-forth scheduling and rescheduling, manually updating the hiring status of each candidate, and managing interviews across various time zones, they have less capacity to focus on more important things.
- But when recruiting technology takes care of the tedious tasks, interviewers are freed up for more valuable work, like building rapport with candidates.
In addition to increasing candidate engagement, the right tech can also be leveraged to put together diverse interview panels, which boosts candidate satisfaction even more.
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Tips For Training Managers To Interview Job Candidates
Everyone has to start somewhere. New hires need to receive training for their job to do that job well. The trouble comes from cases where the role is critical enough that mistakes are costly. In IT or Development, there are version controls, test environments, and security processes. In manufacturing, theres redundancy and time spent training on machines. In customer service, theres escalation and intervention.
When it comes to hiring, theres very little room for error. A new hiring manager makes a decision, but if they make the wrong decision, it can be devastating. A great candidate may slip through your fingers, and a poor-quality candidate might be hired in their stead. Worse, your novice hiring manager might make mistakes that can lead to lawsuits if they made judgments based on protected characteristics. Even asking the wrong questions, no matter how reasonable they seem, can land you and your company in hot water.
Were not kidding about the cost being high. According to a CareerBuilder survey:
Financially speaking, 41% of companies believe bad hires cost them over $25,000, while 25% put the price tag at $50,000+.ZipRecruiter
Thats not a price you can afford to waste, no matter how large your business.
How do you avoid this? As with any job, training and supervision are paramount. Your new hiring manager needs a detailed overview from an experienced hiring manager, and you need to train them properly.
Train Hiring Managers Interviewing Skills To Hire The Right Person Without Breaking The Law
Behavioral based interviewing skills are essential for every managers success. Making good hiring decisions and team member selections allows the managers to surround themselves with talented people that have the right kind of skills to achieve great results. Too often, team leaders and managers lack training to develop interviewing skills.
This interactive interviewing skills training helps managers and supervisors develop proven behavior based interviewing skills and interviewing techniques to find the best candidate every time. Using practical examples and interactive exercises, managers learn how to get past the candidates prepared answers and uncover a candidates real work attitude that can make all the difference when it comes to job performance.
Plus, participants gain a new understanding of employment laws that impact interviewing and learn how to make good hiring decisions legally. They learn how to ask great interview questions without breaking the law and how to work with human resources to ensure good recruitment and candidate selection processes are maintained.
Avoid hiring mistakes by avoiding interview and candidate selection mistakes.
If those questions concern you, this seminar is for you.
We tailor this course to meet the needs of your business and address the specific job placement issues your organization is facing.
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Recruitment Skills Training: Educate Hiring Managers On These 5 Topics
Estimated reading time: 4 minutes
Recruitment is a hot topic right now and my prediction is that it will be for quite some time. A key player in the recruitment process is the hiring manager. Ultimately, the candidate reports to them. The hiring manager is responsible for onboarding, engaging, and retaining the employee.
But like the rest of us, managers have a tough job and a very full plate. In addition to staffing, the traditional definition of management says that managers are responsible for activities like department planning, organizing work, leading teams, and controlling resources. Because managers are often hired and promoted for their technical expertise, and not their ability to hire others, organizations need to give hiring managers all the tools they need to hire effectively.
Hiring managers need more than just interview skills training. Dont get me wrong. I believe interviewing is hard and complicated and managers definitely need training in this area. But they also need to know more about the overall recruitment process. Managers need recruitment skills training.
So, heres a list of five things that hiring managers should know when they are responsible for hiring. These recruitment skills topics could be shared during one-on-one sessions or added to the companys existing interviewing skills training program.
Image is a stock photo of Vince Vaughn from the movie Unfinished Business
Strategies Of Effective Interviewing
The executive engaged in the normal conduct of business devotes much of his time to interviewing. However, there is an appalling lack of effort given to systematic attempts at building improvements into this age-old process. Interviewing remains one of those activities which we think we know all about merely because we have been doing it so long we have been lulled by habit. It seems apparent that a modest effort aimed at an analysis of our interviewing techniques would yield generous returns.
In the broad sense, interviewing is the process whereby individuals exchange information. The individuals may be concerned with a job opening, a promotion, a special assignment, a product sale, information for intelligence purposes, a proposed merger, or other questions. The information exchanged need not be limited to facts. In business, particularly, such products of an interview as meaning and understanding are oftentimes more significant than objective factual statements.
- The proper kind of preparation for the interview.
- Value of such procedures as having an outline of points to be covered and taking notes.
- Use of questions and questioning techniques.
- The kind and amount of control that the interviewer should exercise over the discussion.
- Analysis and evaluation of information obtained.
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Interview Skills Training Course #7
Speak Firsts Interview Skills aims to combat the most common mistakes of hiring the wrong candidates by guiding you on using a competency-based interview approach. This method can help ensure that your face-to-face interview, video-interview, or phone interview questions will bring light to the competence of your candidates, which in turn will help you determine better if they understand the job description and company culture and have the right set of skills and knowledge for the job position. Through this course, you and your team are also expected to understand better the importance of diversity and bias-free interviewing, making sure that you are making a comfortable and trusting connection with your potential candidates. This Speak First training course supports various learning methods: blended learning, face to face training, virtual classroom, one-to-one or group coaching, or self-paced learning bites.
Cost: Available upon request
Scope: How to use a competency-based approach, preparing an effective interview for candidates at all levels, types of questions you need to ask to determine competence, the importance of diversity
What Is A Structured Interview Teaching Hiring Managers To Understand Structured Interviews
Conducting structured interviews is an exceptional strategy for screening job candidates and finding the best possible person for a role. So, what is a structured interview? Structured interviews ask a set of questions in a structured format intended to help hiring managers to collect valuable data from each interviewee that can then be compared to the response of other candidates. Your should also include a clearly defined rating process for hiring managers and interviewers to follow when evaluating and scoring candidate answers to questions- asked during an interview.
Structured interviews are more objective and legally defensible than unstructured interviews. Interviewers who use this interview format should learn how to prepare behavioral questions, understand rating scales, and score candidates consistently.
In this section, we provide examples of structured interview questions as well as how to conduct and rate interviews.
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Would You Tell A Little Lie To A Customer If There Were An Unexpected Problem That Delayed Their Order Or An Error That Caused A Problem
An HR manager is looking for an honest candidate, even if it means they must deliver difficult news to a client. This subject is one of the most common integrity interview questions because it really asks two questions: how far are you willing to go to please a customer, and are you willing to lie to protect your employer, even if theres a risk of being caught? A little lie may seem like the easy way to deal with a difficult client, but it could cause problems at a later time with that customer. From a larger perspective, a little lie could cause reputational damage to the company, which would have a negative impact for years to come.
An honest candidate understands that while an employer appreciates employee loyalty, displaying real integrity is crucial. Its a trick question that requires a careful but well-prepared answer.
Sample Answer:If I were faced with the moral decision of telling a small lie to a customer, I wouldnt feel right about it. I would rather handle the customers disappointment and look for a way to settle the matter, either with an alternative product, service, or discount. I would also acknowledge and empathize with the customer and reassure them that I would do everything I can to resolve the issue.
Ask For Real Experiences
One common interview technique is to set forth a hypothetical situation and ask how the candidate would react to that situation. The idea is that they can analyze their process and give you the answer they would follow.
The truth is, they will often simply make up what they think you would want to hear. Particularly for stressful situations, how an individual reacts is rarely logical or thought out. Instead of asking a hypothetical, ask about their work experiences and how they handled them.
Dont ask hypothetical questions because people make up the answer. Instead, ask for specific situations. For example, dont ask, What would you do if a customer gets angry on the phone? Instead, ask, Tell me of a time when someone got mad at you what did you do?’ Bob Legge, President of Legge & Company, LLC
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How Did You Benefit From Consistent Performance And Resilience On The Job What Were The Results
For this question, the interviewer is looking to understand whether the candidate would be an essential part of the team over time and through a changing company environment. One way to demonstrate this, as well as the candidates commitment, is to discuss a time when they set and achieved milestones on the job despite setbacks or problems that may have challenged their efforts. When you bounce back from a problematic situation or help facilitate a turn-around by improving sales or customer service, this also demonstrates how you would be a critical long-term part of a team. When a company goes through a merger or a small business expands to include new services, adapting to a new work environment, going through a training program, and being flexible with changes to your job will all be critical elements to have.
Sample Answer:In my previous role, I was transferred to a new department because the company merged and some positions became obsolete. The new job was challenging and required working with new coworkers. I also needed to master new software and procedures. I decided that if I wanted to succeed, I needed to keep my work ethic consistent, as I did previously. So, I asked my supervisor how I could learn more about the new procedures to improve my performance, and also asked for advice on goal-setting for my position. Because of my past success with goal-setting, I knew that a similar process would set me up for success in my new position, and it worked out well.
Free Interview Skills Training Course
Weve made a list of the 10 best interview skills training courses that will equip you and your training managers with the right skills and knowledge needed to hire the best candidates who fit your companys standards. Among the topics covered include the types of interview questions, steps on structuring interviews, techniques for finding and hiring the best talents, and more. Keep scrolling to learn more.
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