Introduction to things to consider for the interviewer training program

Samantha was promoted to the interviewer at her company and received a comprehensive training program to prepare for the role. The training covered three main aspects: before, during, and after the interview. Before the interview, Samantha learned the importance of preparing for the interview, including reviewing the candidate’s resume and researching the company and the specific role. 

During the interview, Samantha was trained to create a welcoming and professional environment and use a structured approach to assess the candidate’s skills and fit for the role. After the interview, Samantha learned how to effectively evaluate the candidate’s responses, provide feedback, and communicate the next steps while ensuring compliance with legal requirements. Overall, Samantha found the interviewer training incredibly valuable and felt confident and well-equipped to conduct effective and fair interviews.

Before the Interview

• Preparing for the interview

Preparing for an interview is crucial in ensuring you can effectively assess a candidate’s skills and fit for the role and represent your company professionally and positively.

• Reviewing the job description and candidate’s resume

Reviewing the job description and resume, you must familiarise yourself with the company’s culture and values. This will help you assess whether the candidate is a good fit for the organisation and whether they share the same values and work style.

• Preparing a list of relevant questions

Preparing a list of relevant questions is an essential aspect of preparing for an interview. This helps the interviewer better understand the candidate’s skills and experience and assess their fit for the role. The questions should be open-ended and designed to elicit detailed responses from the candidate.

• Developing interview skills

Developing interview skills is an essential aspect of interviewer training. It involves understanding the different types of interview questions and their purposes, improving active listening skills, and enhancing observation and body language skills. BarRaiser Interview Intelligence training module can help to hire managers and conductors to make more informed and objective hiring decisions, leading to a more diverse and high-performing workforce.

• Understanding the types of interview questions and their purposes

Interview questions can be divided into different types, including open-ended, behavioural, hypothetical, and situational questions. Each question has a specific purpose, such as understanding the candidate’s experience, skills, and behaviour or assessing their problem-solving and decision-making abilities. 

• Improving active listening skills

Active listening skills are also crucial for conducting a successful interview. Active listening involves paying close attention to the candidate’s responses, asking follow-up questions, and taking notes. This helps the interviewer better understand the candidate’s qualifications and personality and make a more informed decision.

• Managing expectations and avoiding biases

Managing expectations and avoiding biases are essential considerations regarding hiring and interviewing. Following a structured approach, you can create a fair and equitable interview process that gives all candidates an equal chance to demonstrate their skills and qualifications.

• Recognising and avoiding unconscious biases

Unconscious biases are biases that we hold without being aware of them. These biases can affect our judgments and decisions in ways that may not be fair or rational. It’s essential to recognise and avoid unconscious biases to ensure that we make fair and objective decisions during the hiring process.

• Setting clear expectations for the interview process

Clear expectations are also essential during the process. This includes setting out the job requirements and responsibilities and outlining the interview process and timeline. By doing so, candidates will better understand what to expect and be able to prepare accordingly.

During the Interview

During an interview, several factors come into play that can help you to make the most informed decision about a candidate. Here are some key considerations:

• Asking the right questions

The questions you ask can give you a lot of information about a candidate’s skills, experience, and fit for the job. It’s essential to prepare questions relevant to the job and the company ahead of time. 

• Evaluating the candidate’s responses

Once a candidate has answered a question, take the time to evaluate their response. Look for specific examples and details demonstrating their skills and experience, and consider how well their response aligns with the job requirements and responsibilities. 

• Taking detailed notes

During the interview, taking detailed notes is essential to remember important details and make an informed decision. Be sure to write down specific examples and details the candidate provides and any questions or concerns arising during the process. 

• Making it fun!

While interviews can be stressful for candidates, creating a positive and engaging environment that helps put candidates at is essential. A relaxed selection process can bring out the best in candidates and make getting the information you need easier. 

By taking a thoughtful and well-prepared approach, you can make informed decisions that will benefit the candidate and your organisation.

After the Interview

After the interview, there are several essential steps to take to ensure that you make an informed hiring decision and provide a positive experience for the candidate:

• Evaluating the candidate’s overall performances

Take some time to reflect on the candidate’s performance during the selection process. Consider how well they answered your questions, their level of enthusiasm and engagement, and how well their skills and experience match the job requirements. BarRaiser allows users to create Customizable evaluation forms to ensure that all relevant criteria are covered in the selection process.

• Reviewing the interview notes and discussing them with other team members

Go over the notes you took during the process and discuss them with other team members involved in the hiring process. 

• Making informed hiring decisions

Based on your evaluation and the feedback from your team members, you can make an informed hiring decision. This may include selecting a candidate to hire or continuing the hiring process by conducting additional interviews.

• Providing feedback to the candidate

After you have made a hiring decision, it’s essential to give feedback to the candidate, regardless of whether they are selected for the job or not. This can help them improve their interviewing skills and provide closure. 

By reviewing the interview notes, discussing with team members, and making an informed decision, you can select the best candidate for the job and create a positive experience for everyone involved.

Conclusion

Interviewer training is essential to the hiring process to help ensure that candidates are evaluated fairly and objectively. BarRaiser offers a comprehensive approach that covers the before, in, and after aspects of interviewer training. Before the process, BarRaiser provides resources to help interviewers prepare for the process of selection and understand their role in the hiring process. During the interview, BarRaiser emphasizes active listening, collaborative problem-solving, and avoiding biases to ensure a high-quality experience for the interviewer and interviewee. After the process, BarRaiser provides feedback and resources to help interviewers improve their skills and grow as effective interviewers. By focusing on these three aspects of interviewer training, BarRaiser helps organizations build a successful interview process that results in quality hires and a positive candidate experience.

People Also Ask

Q: What are some common biases that interviewers should be aware of?

A: Common biases include affinity bias, where interviewers may favour candidates who share similar backgrounds or interests; confirmation bias, where interviewers may only focus on information that confirms their preconceived notions about a candidate; and halo or horns effects, where interviewers may only focus on a candidate’s strongest or weakest attributes.

Q: How should interviewers provide feedback to candidates?

A: When providing feedback to candidates, it’s essential to be honest, and constructive. Focus on areas where the candidate can improve, and provide examples of what they did well and what they could work on. Be sure to thank them for their time and effort, and let them know you appreciate their interest in the job.