Proven Tips for Recruiting Top Talent

Tip Two: Train the Interviewers

This is the second part of a three-part blog series. The next blog will be posted in four weeks. For the first post, please click here

https://www.teleioscn.org/blog/proven-tips-for-recruiting-top-talent

We train for many events in life, like spelling bees and marathons. We also need to train the person interviewing candidates. Our interviewers are critical in selecting the right candidates who contribute to the company’s success and overall culture. Interviewers need training and essential resources to conduct effective and fair interviews in order to choose the best overall talent.

Interviewers are the first point of contact between a candidate and the organization. Their ability to conduct a structured and insightful interview helps assess the candidate’s qualifications, but it can also provide the first positive experience for the applicant. When training interviewers, it is critical to help them understand the importance of asking relevant questions, actively listening to the responses, and evaluating candidates based on preselected criteria.

There are five key elements to training interviewers. They range from simple to more complex but they are all equally important.

1. Job Requirements –An interviewer must clearly understand the position description before conducting an interview. It is imperative to include detailed information about the job description, key responsibilities, skills, and attributes required for success. The more they understand what they are looking for, the more likely they will be successful.
2. Interview Techniques – There are multiple interview techniques which vary from behavioral interviews, situational interviews, and competency-based interviews. When the interviewer understands how to structure questions and probe for specific examples, it helps them assess how well the candidate is suited for the role.
3. Effective Communication – Communication is important when working with candidates. This includes active listening, clarity in questioning, and providing constructive feedback. The interviewer should be able to communicate the company culture and values effectively.
4. Bias Awareness – Be aware of and spend time on unconscious bias and how it can influence decision-making during interviews. Interviewers should understand their biases and strive to make objective assessments based on candidates’ qualifications and experiences.
5. Legal and Ethical Consideration – Training should cover legal requirements related to hiring practices. This includes equal employment opportunity laws, antidiscrimination, regulations, and data privacy. Interviewers should know the legal requirements and conduct interviews in compliance to ensure a fair and inclusive hiring process.

When we train interviewers, it can benefit the entire company overall. Some of the benefits we see include the following:

1. Improved candidate experience – The candidate should have a positive experience despite the outcome. A well-trained, prepared interviewer leaves a lasting impression on the candidate and reflects positively on the organization's brand.
2. Consistent Evaluation – All interviewers should utilize a standard candidate evaluation approach. This leads to more consistent and reliable hiring decisions.
3. Reduced Turnover – Well-trained interviewers lead to successful hiring, thereby decreasing turnover rates and increasing employee retention. The organization saves time and resources in the long run.
4. Enhanced Employer Brand - A well-structured interview process, led by trained interviewers, reflects a professional, fair organization that values high performers. This enhances the employer brand and attracts high-quality candidates.

Training interviewers is a valuable investment that leads to better hiring decisions, an improved candidate experience, and a stronger organizational culture. When interviewers are provided with the skills and knowledge to conduct effective interviews a talented workforce emerges that drives growth and success for an organization.

Tina Houser, Senior Recruiter, TCN