“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy
Interview training programs for Managers ensure that managers make use of best practices while hiring the right candidate for the organization with appropriate knowledge, skills and attitude. This will help to know if the candidate will fit in with the organization’s culture or not.
Finding a good match for a position is essential to guarantee your team can give their 100% in the work with the best people. It is very important to set the right expectation for the interviewee and both the parties should get the best from the interview and from the job. You need to ensure that you find the perfect fit for your team or for the organization which will help to achieve the overall objective the organization.
The structure of interviewing is important but apart from that, there are some behavioral competencies which are essential to build a connect with the interviewee.
The top three competencies are
- Emotional intelligence – Identifying the emotions a candidate is possibly going through during the interview and then having a conversation, accordingly, helps the interviewer to better understand the candidate.
- Listening skills – Effective listening skills helps interviewer to have better connect with the interviewee and helps to understand them better. Active listening skills help to be empathetic and ask probing questions to the candidate accordingly.
- Asking effective questions – Asking effective questions is one of the most important skill an interviewer should have. The way interviewer phrases and structure the questions is very crucial and determines the effectiveness of answered received.
Hiring a candidate is very expensive and getting a bad hire can cost more to the organization. A lot of time, money and energy is spent on the candidate and if that is not worth the resources spent it will be of waste. Many a times, managers are asked to interview the candidates before making them aware of the recruitment process, plan, experience and knowledge expected from them etc.
- Hiring managers should be made aware of these hiring decisions and essential interviewing training programs must be provided to them. They can become better interviewers if they know the overall process, points to consider and remember during the process and the steps to take before and after the interview. Here are some points to consider:
- Hiring managers need to ensure that the job they communicate aligns with the role which is mentioned in the job description.
- Hiring managers need to be trained on evaluating the qualifications and skills of the candidate by reviewing the relevant documents and asking the right set of questions.
- Often candidates feel that hiring managers haven’t provided them clear information regarding the role and the responsibilities, the culture within the organization, the benefits one would get during employment and how the role will support their career growth. Providing this information is imperative as it helps the interviewer and the interviewee to make an informed decision and assures them that they have applied to the right organization.
- Hiring is a complex process and taking care of legal prospects is very important while recruitment. The hiring managers should know what can be legally asked in an interview (that which doesn’t make the candidate feel uncomfortable) from the interviewee so that they can have excellent experience throughout.
- Hiring managers must be trained on becoming aware of and controlling their biases during the recruitment process.
Hiring managers are brand ambassadors of the organization to these candidates and therefore, the experience that they provide to the candidates leaves an impression about the organization. Interview training program for managers must convey this importance to the hiring managers so that they present themselves and the organization accordingly.
Perhaps the greatest duty that hiring managers have is of hiring. If they don’t do it properly, then it will have impact on other aspects of the business and functions. Organizations need to give hiring managers the abilities and skills they need not only for interviewing but also to understand the complete recruitment process. That helps to have better hires who can enable the organization to accomplish its long-term objectives.