Roadblock #3: Hiring Managers Don’t Prep Their Interviewing Teams

hiring_manager_prep_interviewersOur Lead Recruiter, Caitlin Wilterdink, recently presented her strategies for overcoming common hiring manager roadblocks in a webinar with Glassdoor. In this weekly blog series, Caitlin breaks down these roadblocks with her tips and tricks for clearing these hurdles and building effective partnerships with hiring managers.

An interview process is only as strong as its interviewers! Even if you have built a strong partnership with your hiring manager, your interviewers are key to collecting the right candidate information and providing a great candidate experience. If hiring managers don’t prep their teams with relevant information about the role, they will not be able to conduct effective interviews.

Here are a few ways you can help prepare interviewers.

Provide Interview Kits

Before an interview, interviewers should not only know exactly whom they’re meeting, but also what they’re assessing. In Greenhouse, all interviewers are automatically emailed an interview kit that includes candidate information, a resume, and the scorecard. The scorecard includes the list of attributes defined by the hiring manager, with a few, select attributes highlighted, indicating areas of focus. It also provides a list of questions to ask candidates to assess these traits. Without a doubt, this method results in prepared interviewers and meaningful feedback, in a simple and consistent manner.

Identify and Train Weaker Interviewers

Take the onus off of the hiring manager by holding interview training yourself. You may not have time to train everyone individually, but it’s worth the time and effort to identify room for improvement. In Greenhouse, we have an interviewer calibration report that allows the recruiting team to identify who consistently writes great feedback. It also helps us identify interviewers who may need some nudging. If I see someone always passes candidates, consistently fails to submit a completed scorecard after an interview, or gives vague feedback on candidates, I have a great data point to discuss with them. (Note: you’d be surprised how many people want to get better at interviewing if you just ask!)

Run Roundtables and Post-mortems 

Using scorecards in your recruiting process saves tons of time. Recruiters can see an aggregate view of whether a candidate has evidence of the KSAs needed to move forward in the process. This means fewer candidate debrief meetings! However, while a role is open, it can help to run roundtable discussions about the process. This gives you the chance to hear and comment on the feedback from interviewers. After a role closes, hold post-mortems. This will allow interviewers to share their opinions on how the process could have been better.

Acknowledge Good Interview Feedback

Sounds simple, and it is. Take the time to write interviewers an email when they provide great feedback on a candidate. Better yet, call them out during company-wide meetings. Interviews and feedback do take time, and by showing your interviewers that you care about their opinions, you are rewarding good behavior and building a positive relationship.

Get the recording of the full webinar "10 Hiring Manager Roadblocks and How to Overcome Them" below!

10 Hiring Manager Roadblocks

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