How to train hiring managers to interview

Effectively training hiring managers on the art of interviewing is crucial for any successful recruitment process. Often, hiring managers are selected based on their expertise in a particular field, but may need the necessary skills to conduct interviews that yield the best candidates for the job. In this article, we will explore the importance of interview training for hiring managers and provide 15 steps to train them effectively.

Why training hiring managers is crucial

Training hiring managers is crucial because they play a vital role in recruitment. They are responsible for identifying the right talent for their teams, and their decisions significantly impact the organisation's success. However, many hiring leaders may rely on subjective opinions without proper training or fall victim to unconscious bias, leading to poor hiring choices. By investing in their training, organisations can ensure hiring managers have the skills to conduct fair, unbiased, and compelling interviews.

Furthermore, training leaders can also help improve the candidate experience. A well-trained hiring manager is likelier to interact positively and professionally with candidates throughout the recruitment process. This can enhance the employer brand and make the organisation more attractive to top talent in the industry. Hiring managers who have undergone training are better equipped to provide constructive feedback to candidates, even those who may not successfully secure the position.

Moreover, training sessions for hiring managers can cover a wide range of topics, including legal considerations in recruitment, effective questioning techniques, and diversity and inclusion practices. By educating leaders on these areas, organisations can ensure compliance with employment laws, improve the quality of interviews, and promote a more inclusive workplace culture. Ultimately, investing in the training of hiring managers is an investment in the future success and growth of the organisation.

16 steps to train hiring managers effectively

1. Gain buy-in from managers for training

Before diving into the training program, it's crucial to gain buy-in from hiring managers. Communicate the benefits of the interview training program and how it will enhance their interviewing skills. Address any concerns and ensure they understand that this training will improve their ability to identify and hire top talent.

Also, you can get some up-to-date statistics on the current topic to persuade managers of the importance of such training. For example, according to a study by LinkedIn, companies with solid training programs enjoy a 24% higher profit margin than those that spend less on training. Additionally, organisations with effective training programs have a 218% higher income per employee. Address managers' concerns and ensure they understand that this training will improve their ability to identify and hire top talent. Emphasising these statistics can help highlight the tangible benefits of investing in interviewer training.

2. Provide an interview preparation checklist

One of the first steps in training hiring managers is to provide them with an interview preparation checklist. This checklist will serve as a guide for conducting thorough interviews, ensuring that all necessary steps are taken. It should include pre-interview preparations, interview questions and candidate answers, evaluation criteria, and post-interview procedures.

Understand the role and requirements:

• Review the job description and key responsibilities
• Identify the essential skills and qualifications needed
• Familiarise yourself with the team and department

Prepare the interview structure for the hiring process:

• Decide on the format of the interview (e.g., one-on-one, panel)
• Plan the interview stages (e.g., initial screening, technical assessment)
• Allocate time for each stage of the interview

Develop a list of questions:

• Create a mix of open-ended, behavioural, and technical questions
• Ensure questions are aligned with the job requirements
• Prepare follow-up questions to probe deeper into responses

Review candidate resumes:

• Examine the candidate’s resume and cover letter to be ready for the hiring process
• Note any areas to explore further during the interview
• Identify potential gaps or inconsistencies

Coordinate with other interviewers:

• Share the interview schedule and structure with other interviewers
• Assign specific topics or areas for each interviewer to cover
• Ensure all interviewers are aligned on the evaluation criteria
  
  

3. Teach structured interview techniques

Structured interviews involve hiring teams asking all candidates the same set of predetermined questions. This technique helps evaluate candidates objectively, as it ensures consistency and allows for fair comparisons. Train hiring managers on how to develop structured interview guides and how to use them effectively during interviews.

4. Develop questioning skills

An important aspect of interviewing is asking the right questions. Leaders often rely on generic or irrelevant questions that do not clearly understand a candidate's skills and abilities. Provide training on developing and asking practical questions that elicit meaningful responses, allowing associates in managerial roles to make informed hiring decisions.

5. Understand body language and non-verbal cues

Body language and non-verbal cues can provide valuable insights during an interview. By teaching hiring managers how to interpret and analyse these cues, they can better understand a candidate's level of confidence, engagement, and truthfulness. This training will enable interviewers to make more accurate assessments during interviews.

• Observe facial expressions: Pay attention to the candidate's facial expressions, such as smiles, frowns, or furrowed brows. These can indicate their comfort level, honesty, and reactions to questions.
• Monitor eye contact: Consistent eye contact can signify confidence and engagement, while avoiding eye contact may suggest discomfort or evasiveness. However, be mindful of cultural differences regarding eye contact.
• Notice posture: A candidate sitting upright and leaning slightly forward shows attentiveness and interest. Slouching or leaning back may indicate disinterest or lack of confidence.
• Watch hand movements: Gestures can emphasise a candidate's words, but excessive hand movements might suggest nervousness. Conversely, hands kept still or hidden may indicate discomfort.
• Evaluate mirroring: Candidates who mirror the interviewer’s body language often feel more connected and engaged. This unconscious mimicry can be a positive sign of rapport.
• Assess tone of voice: Pay attention to the candidate's tone, pitch, and pace of speech. A steady, calm tone suggests confidence, while a shaky or rushed tone may indicate nervousness.
• Identify inconsistencies: Look for discrepancies between verbal responses and non-verbal cues. If a candidate's words do not match their body language, it may indicate uncertainty or dishonesty.
• Observe microexpressions: These brief, involuntary facial expressions can reveal true emotions. Training managers to recognise microexpressions can provide deeper insights into a candidate's feelings.
• Note physical reactions: Watch for physical signs of nervousness, such as sweating, fidgeting, or blushing. While these can be normal, understanding them in context is essential.
• Create a comfortable environment: Ensure the interview setting is conducive to open communication, reducing candidate stress and making body language more natural and easier to interpret.

By incorporating these tips into their training, hiring managers can develop a keen eye for nonverbal cues, leading to more thorough and accurate assessments of job candidates during interviews.

6. Conduct behavioural interviews

Behavioural interviews focus on past behaviour as an indicator of future performance. Training hiring managers on how to conduct behavioural interviews will enable them to assess a candidate's skills, experiences, and competencies based on real-life examples. This type of interview can provide valuable insights into a candidate's ability to handle specific situations and challenges.

7. Provide training materials about your company EVP

Every organisation has its unique Employer Value Proposition (EVP), encompassing its mission, culture, and core values. Providing training materials about your company EVP will help hiring managers align their interviewing techniques with the organisation's overall goals. It ensures that potential hires possess the necessary skills and align with the company's values and culture.

8. Assess technical skills and cultural fit

Technical skills and cultural fit play a significant role in determining a new hire's success. Train hiring managers on how to assess both aspects during interviews effectively. This includes asking targeted questions, evaluating past experiences, and incorporating team-based assessments to gauge how well a candidate will fit within the existing team dynamics.

9. Avoid unconscious bias in interviews

Unconscious bias can cloud judgment and lead to unfair hiring decisions. Train hiring managers to know their unconscious biases and provide techniques to mitigate bias during interviews. This includes creating standardised evaluation criteria, focusing on job-related capabilities, and challenging assumptions or stereotypes.

10. Use role-playing exercises for practice

Role-playing exercises can be efficient in training hiring managers to develop interview questions. Hiring managers can practice their interviewing skills in a safe environment by simulating real interview scenarios. Encourage them to play the role of both interviewer and interviewee to gain a well-rounded understanding of the interview process.

11. Share best practices during manager's onboarding camps

Manager's onboarding camps provide an opportunity to share best practices and experiences. Encourage hiring managers to attend these camps where they can learn from seasoned professionals, share their own experiences, and gain valuable insights into effective interviewing techniques. Create a collaborative environment that fosters continuous learning and growth.

12. Leverage interview feedback and debriefing sessions

After each interview, facilitate debriefing sessions where the hiring manager can share their observations and insights. Encourage them to provide constructive feedback on candidates and evaluate their interviewing techniques. This helps in continuous improvement and fosters a culture of learning and development.

13. Seek professional interviewing help

Organisations may benefit from seeking help from a professional interview. External experts can provide specialised interview training, share industry best practices, and offer fresh perspectives on interviewing techniques. Consider bringing in professionals who can conduct workshops or provide one-on-one coaching sessions for hiring managers.

14. Provide continuous learning and development opportunities

Training hiring managers should not be a one-time event. Support their ongoing learning and development by providing resources such as books, webinars, or online courses. Encourage them to stay updated with the latest trends and techniques in hiring and interviewing. This continuous investment in their growth will ultimately benefit the organisation.

15. Utilise technology and tools for interviews

Technology has revolutionised various aspects of the recruitment process, including the interviewing stage. Explore different technologies and tools to enhance the interview experience for hiring managers and candidates. This may include video interviewing platforms, online assessment tools, or applicant tracking systems. Train hiring managers on effectively utilising these tools to streamline the interview process.

16. Create a supportive interview environment

Lastly, create a supportive interview environment for the hiring manager. Encourage open dialogue, provide resources and support when needed, and recognise their efforts in improving their interviewing skills. By fostering a positive and supportive culture, hiring managers will be more motivated to continuously enhance their interviewing skills and training techniques.

It is essential to understand that the interview process can be a nerve-wracking experience for both the interviewer and the interviewee. Therefore, creating a supportive environment is crucial to achieving the best possible outcomes. This can be achieved by offering training sessions and workshops to help the hiring manager develop their interviewing skills further. These sessions can cover a range of topics, from effective questioning techniques to active listening skills training, all aimed at improving the overall quality of the interview process.

Moreover, providing hiring managers with access to resources such as interview guides, sample questions, and feedback forms can significantly assist them in conducting successful interviews. These resources serve as valuable tools for preparing video interviews and help standardise the interview process across the organisation. By equipping hiring managers with the necessary support and resources, you are investing in their professional development and ensuring that the recruitment process is fair, consistent, and effective.

Take your hiring managers' training to the next level with Lingio

Training hiring managers is crucial in building a solid and capable workforce. However, it is essential to remember that the training for hiring managers is not a one-size-fits-all approach. Each organisation has unique challenges and requirements, and the training program should be tailored to address these needs.

Additionally, it is essential to create a supportive and inclusive learning environment. Encourage open communication and feedback, allowing hiring managers to share their experiences and learn from each other. This collaborative approach fosters a culture of continuous improvement and ensures that the training program remains relevant and practical.

Ready to transform your hiring managers into expert interviewers with the power of AI and gamification? At Lingio, we're dedicated to making learning an engaging and compelling journey. Our AI Course Creator, backed by extensive research and teaching expertise, turns training into a dynamic experience. Book a demo today and see how Lingio can elevate your team's interviewing skills and streamline your recruitment process.

FAQs

1. How long does it take to train hiring managers effectively?

The duration of training can vary depending on the hiring managers' existing job skills and experience. However, a comprehensive training program typically takes several weeks to months to ensure the skills are adequately developed and ingrained.

2. Can hiring managers rely solely on their technical expertise when interviewing candidates?

More than technical expertise is required when conducting interviews. Hiring managers must possess the necessary interviewing and assessment skills to evaluate candidates objectively. A well-rounded approach encompassing technical knowledge and interviewing skills is essential for making informed hiring processes and decisions.

3. Is it necessary for hiring managers to undergo training even if they have years of experience?

Yes, experience alone does not guarantee practical interviewing skills. Even experienced hiring managers can benefit from training to enhance their techniques, stay updated with current practices, and challenge their biases. Continuous learning and development of interview skills are crucial to success in the ever-evolving field of recruitment.

4. Can organisations outsource the training of hiring managers?

Yes, organisations can choose to outsource hiring manager training to external experts or training providers. This can be beneficial as it brings fresh perspectives, specialised knowledge, and industry best practices. However, organisations should also consider complementing external training with internal programs to reinforce the organisation-specific aspects of the hiring team interview process.

5. What are the benefits of training hiring managers effectively?

Effectively training hiring managers brings a host of benefits. It improves the quality of hiring decisions, reduces interview and hiring process bias, enhances candidate experiences, and increases retention rates. Well-trained interviewers are better equipped to identify top talent and make informed hiring choices, ultimately positively impacting the organisation's success. Investing in the training of hiring managers is crucial for any organisation that aims to recruit top talent. By providing them with the necessary interview skills training, and knowledge, organisations can ensure fair, objective, and practical interviews that result in hiring the best candidates for the job. With the 15 steps outlined in this article, organisations can establish a comprehensive training program that equips interviewers with the tools they need to succeed in recruitment.