It goes without saying: selecting the best interviewers for the interview will help you pick the best candidate and nab top talent for your organization. While “best” can be subjective– and we all know that there’s no “perfect” candidate out there— one definition is pretty universal.
Choosing well-trained interviewers who know your company’s values like the back of their hand and those who help you align with your D&I initiatives are a great start.
How can you train your interviewers to fit these needs? Here are 6 general best practices:
1) Get the basics right
A lot goes into the interview process. Everyone wants a 5-star interview, but we all know that’s not always the case.
Build a great foundation from the start and take care of the basics for your interviewers. This means that, as a Recruiting Coordinator, you should already know all the basics about everyone who’s certified to interview within your department. This includes: team, office location, available hours, interview load, etc.
When you have this information readily available, it’s a lot easier to find interviewers who are certified to ask the questions you need them to and who are also available.
This probably seems daunting, but it’s not! There’s technology out there that can easily track this for you and create tags that identify each individual interviewer. GoodTime’s interview templates let you set up interview panels based on these attributes and schedule an interview immediately in just a few clicks. No more manual entry!
2) Keep it compact for your interviewers
Depending on the seniority of the position you’re hiring for, there are a lot of people involved in the actual interview process. As you know, the more interviewers the more difficult it can be to actually schedule the interview
As a rule of thumb, you want to keep the panel as compact as possible. This means only selecting individuals that are absolutely necessary for the process. For example, the candidate’s potential future manager or members of the team they’d be on. This decreases the time to hire and lessens the amount of paid time devoted to hiring.
However, if you have the candidate visit for an on-site, there is the opportunity for them to quickly meet more members of your organization if desired.
3) Be representative and inclusive
Even interviewers from the same department can bring varying viewpoints and experiences to the table. This goes beyond just seniority and role and includes an interviewer’s culture and background. All of an interviewers’ characteristics influence the ways that your company’s interests and values will be presented to potential candidates.
This is critically important for future hiring
It can be difficult to
4) Share the same goal
All interviewers should know a job position’s requirements. This affects the questions they’ll ask and the flow of the interview.
To make it easier, share the job description with the hiring manager. Make sure that the manager of the department the new hire will join is available to answer any questions.
Or, instead, you can create a brief after the hiring manager intake meeting and share it with the panel. This can ensure the position is well understood and the right questions will be asked.
Sure, creating another meeting can seem counterintuitive. But interview training and understanding are critically important.
5) Align the interview scoring criteria
Each position should have a unified scoring system and feedback form for each stage of the interview process. Standardizing this system helps the panel uniformly evaluate the candidate’s skills. Additionally, feedback forms can provide more detailed insights.
If everything isn’t in one place it can be easy to miss it. GoodTime, however, makes sure you don’t. You can link the feedback forms to all of the interview calendar events to make sure that everyone is providing fair feedback.
6) Train more interviewers as you grow
The more aggressive your hiring goal, the more employees you need to be interviewers. A larger pool helps you distribute the interview load more evenly and have more choices when people are on PTO.
Instead of throwing people into the fire, have a standardized training regimen for all new interviewers. GoodTime Training, for example, tracks all training milestones in the system. This includes different training paths, shadow interviews, reverse shadows, and more. You can also automatically add the interviewer trainee to interviewer groups once they are qualified.
Establishing an interview panel can be expensive and time-consuming, but hiring the right candidate will benefit your organization in the long term. Your interviewers are the first interaction that candidates have with your company– make sure you start on the right foot!
About the Author:
Sophia is a UX Designer at GoodTime. She’s a self-described problem solver, pixel pusher, amateur coder, dog person, & cat owner.