Interviewer Training vs Coaching: Which Is Best?

Every successful organization relies on an effective hiring process. At the core of this process are interviewers who know how to conduct great interviews and find candidates who will help the organization succeed. Top companies understand the importance of this and create strong hiring practices that not only maintain high standards but also ensure a positive experience for candidates. They know that training and coaching for interviewers are vital for building a strong team. While interviewer training and coaching might seem similar, they are actually quite different. In this article, we will explore what interviewer training and coaching are, compare interviewer training vs coaching, and help you streamline your hiring process.

Also Read: The Ultimate Guide to Becoming a Better Interviewer

What is Interviewer Training?

Interviewer training is a structured learning process designed to equip individuals with the skills and techniques needed to conduct effective interviews. It covers various aspects of the interviewing process, including question formulation, active listening, and assessing candidate responses. The training helps interviewers become more comfortable and proficient in their roles, ultimately leading to better interviews.

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Why is Interviewer Training Important?

Interviewer training is essential for creating a hiring process that is effective, efficient, and fair. Here are some key reasons why it matters:

More Rigorous Interviews

Trained interviewers tend to run more thorough interviews. For example, they might ask behavioral questions like, “Can you describe a time when you faced a challenge at work and how you handled it?” This type of question helps an interviewer better understand how a candidate’s skills and values fit with the organization. By focusing on real-life scenarios, interviewers can make more informed decisions about who to hire.

Reduced Bias

When interviewers undergo training, they learn to stick to a structured interview format. For instance, they might use a standardized scoring system to evaluate candidates based on specific criteria, such as communication skills or problem-solving abilities. This approach helps reduce personal biases, ensuring that all candidates are judged fairly and based on their qualifications rather than subjective opinions.

Improved Candidate Experience

Structured interviews lead to a better experience for candidates. When candidates know what to expect from the interview process, like the types of questions they’ll be asked, they feel more prepared and confident. For example, if a company clearly communicates the steps in the hiring process and provides feedback after interviews, candidates are more likely to have a positive impression of the organization. This not only increases the chances of hiring top talent but also speeds up the overall hiring process, as candidates who have a good experience are more inclined to accept job offers.

Also Read: What are Employee Spotlights? Rewarding Employee and Its Benefits

What is Interviewer Coaching?

Interviewer coaching is a process that helps interviewers refine their skills through personalized feedback and guidance. It focuses on improving their interviewing techniques by providing specific, actionable insights based on real interview experiences. This approach enables interviewers to adjust their methods and stay aligned with best practices and organizational hiring requirements.

Why is Interviewer Coaching important?

Here is what makes interviewer coaching essential for maintaining a high standard in your hiring process:

Continuous Skills Development

When interviewer training occurs as a one-time event without ongoing support, knowledge can quickly fade. Regular coaching ensures that interviewers have continuous opportunities to practice and refine their skills, making it more likely that what they learned in training will stick.

Eliminating Bad Habits

Without coaching, interviewers may revert to old habits or fall into biased decision-making patterns. Continuous feedback helps interviewers stay aware of their behaviors and correct any issues that arise, promoting better interviewing practices.

Maintaining Hiring Quality

A proactive coaching approach keeps interviewers aligned with the organization’s hiring standards. It ensures that interviewers consistently evaluate candidates based on relevant criteria, which helps maintain a high quality in hiring decisions and supports diversity within the team.

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Comparing Interviewer Training vs Coaching

Here is a detailed comparison table that outlines the key differences between interviewer training vs coaching:

Aspect	Interviewer Training	Interviewer Coaching
Definition	A structured program designed to teach interviewers essential skills and best practices for conducting interviews.	A continuous process that provides personalized feedback and guidance to interviewers as they apply their skills in real interviews.
Purpose	To introduce interviewers to key concepts, techniques, and principles of effective interviewing.	To enhance interviewers’ performance and skills over time, focusing on continuous improvement and adaptation.
Duration	Typically a one-time or short-term program, often completed in a few sessions.	An ongoing process that provides regular feedback and support throughout the hiring process.
Content Focus	Covers foundational knowledge, such as interview techniques, question types, and evaluation criteria.	Emphasizes personalized feedback, behavioral observations, and real-world application of interviewing skills.
Learning Methodology	Primarily lecture-based, with some practical exercises or role-playing.	Involves hands-on practice, observation, and real-time feedback, focusing on specific performance outcomes.
Feedback Mechanism	Limited immediate feedback during the training sessions, often reliant on post-training evaluations.	Consistent, timely feedback based on real interviews, allowing for immediate adjustments and improvements.
Outcome Measurement	Success is often measured by completion of training and assessment scores.	Success is measured by improvements in interview performance, candidate outcomes, and alignment with best practices over time.
Bias Reduction	May introduce concepts related to bias awareness but lacks ongoing reinforcement.	Actively identifies and addresses biases during real interviews, promoting fairness and equity in the hiring process.
Skill Reinforcement	Provides initial knowledge but may not effectively reinforce learning long-term.	Reinforces good interviewing habits through continuous feedback and support, helping interviewers maintain and enhance their skills.
Adaptability	Limited adaptability as it focuses on a fixed curriculum.	Highly adaptable, allowing interviewers to adjust their techniques based on feedback and evolving organizational needs.
Organizational Impact	Sets the foundation for effective interviewing but may not ensure lasting change.	Drives long-term improvement in hiring practices, contributing to better hiring quality, candidate experience, and organizational outcomes.

Also Read: Reasons Why Employee Development Is Key

Which One is Better Among Interviewer Training vs Coaching? 

Interviewer training and coaching are both crucial for improving the hiring process. Training provides the essential skills and knowledge needed for effective interviewing, while coaching focuses on refining those skills through continuous feedback. A balanced approach that combines both elements leads to better hiring outcomes. Organizations that implement both training and coaching can experience a 14% reduction in time-to-hire, a 28% decrease in interviews per hire, and a 16% improvement in candidate acceptance rates. 

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How BarRaiser Helps in Interviewer Training? 

Now that you understand the difference between interviewer training and coaching, let’s explore how BarRaiser enhances the interview training process for hiring teams:

Interview Coaching Snippets

Interview Coaching Snippets is a prominent feature that allows hiring managers and interviewers to record their interviews and share snippets with colleagues for constructive feedback. For example, an interviewer may record a segment where they felt unsure about how to assess a candidate’s technical skills. By sharing this snippet with a more experienced colleague, targeted advice can be provided on how to phrase questions or approach similar scenarios in the future. This collaborative method accelerates learning and encourages a culture of feedback and continuous improvement. 

Interviewer Quality Report

Tracking the performance of interviewers is essential for refining the hiring process. BarRaiser offers an effective solution with its Interviewer Quality Report. This AI-driven report analyzes each interviewer’s performance based on multiple criteria, such as adherence to the structured interview format, candidate engagement levels, and effectiveness in assessing skills. For instance, if an interviewer consistently receives low ratings for follow-up questions, the report highlights this trend, allowing hiring managers to address it directly. A data-driven approach ensures that interviewers receive personalized insights tailored to their specific needs, empowering them to focus on areas requiring improvement while reinforcing their strengths.

Live Interview Guidance

The Live Interview Guidance feature offers real-time support during interviews, acting as an invaluable tool for interviewers. Utilizing AI technology, it can provide immediate suggestions based on the dynamics of the conversation. For example, when encountering a prolonged silence after asking a challenging question, the tool prompts interviewers with follow-up questions to encourage candidates to elaborate. Additionally, the feature enables interviewers to input feedback on candidate responses in real time, facilitating more thorough evaluations. Having this immediate feedback loop allows interviewers to adjust strategies on the fly, leading to more effective assessments and enhancing interviewing skills over time.

Structured Interviews

A structured interview process is key to maintaining consistency and thoroughness in hiring. BarRaiser’s Structured Interview feature guides interviewers through a well-organized framework that outlines specific questions and a clear timeline for the interview. This structure helps prevent important topics from being overlooked, ensuring that all critical areas are covered. For instance, when equipped with a checklist of essential questions related to both technical skills and cultural fit, interviewers can systematically address each point during the discussion. Such organization boosts confidence and helps evaluate candidates more comprehensively. Moreover, structured interviews minimize bias by ensuring every candidate is assessed against the same criteria, contributing to a quality hiring process.

Also Read: Do Oddball Interview Questions Really Serve Any Purpose?

Conclusion 

To wrap up, understanding the differences between interviewer training vs coaching is essential for building a strong hiring process. Both elements play unique yet complementary roles in developing effective interviewers. Training equips interviewers with foundational skills, while coaching provides ongoing support and feedback to refine those skills over time. By implementing both training and coaching, organizations can ensure their interviewers are well-prepared to identify the best candidates and contribute to a diverse, high-quality team.

If you’re ready to take your hiring process to the next level, consider how BarRaiser can assist in enhancing your interviewer training and coaching efforts. Get started with BarRaiser today!