One of the most critical decisions a company makes is who to hire. When you make the right call, it strengthens your team and drives your business forward. However, nearly three in four employers say they’ve hired the wrong person for a position. Every mis-hire you make can be costly: the U.S. Department of Labor estimates it costs at least 30% of the employee’s expected earnings.
So how do you ensure you hire the right people? One of the most fundamental ways is empowering your team to run better, more effective interviews with interview training.
Let’s pause there. When we say “interview training,” we’re not talking about the stale, surface-level training many have experienced that covers how to avoid making a mistake by touching on an illegal topic. This type of training doesn’t actually help you prevent mis-hires.
How we assess candidates in interviews drives every hiring decision, so we need to train interviewers to do this well. The solution? A new, effective approach to interview training. One that provides interviewers with examples from actual interviews, shows them what good sounds like, and helps them tell a consistent story about your company.
Read on to uncover how you can begin hiring better with interview training.
1. Empowers interviewers
How many of your employees are great interviewers? According to recruiting thought leader Hung Lee’s recent poll, nearly half of recruiters believe only 1 out of 5 employees at their organization are great at interviewing. With interview training, you can help all of your interviewers build the skills they need to run effective interviews and assess quality talent.
Interview training helps interviewers:
- Identify the right talent. One of the most challenging parts of interviewing is knowing what a good answer sounds like. With training, you can use real interview moments to demonstrate examples of good, alright, and bad answers, so interviewers know what to listen for in conversations.
- Navigate tricky candidate questions. There’s nothing worse than being caught off guard by a candidate’s question. Questions like, “How is the economic downturn impacting your company financially? “When do you plan to IPO?” can trip up even the most seasoned interviewer. With interview training, you can guide interviewers on how best to respond to candidates’ questions.
- Identify great candidates outside of your traditional talent pool. Exceptional candidates often have a wide range of transferable skills, competencies, and experiences. Help interviewers recognize potential by showing them interview recordings of previous candidates from a broad spectrum of backgrounds who turned out to be great hires. Getting this right in training is the key to expanding your talent pool and improving pass-through rates for underrepresented candidates.
2. Strengthens your employer brand
Every interview is an opportunity to build your company’s reputation, highlight your culture, and showcase your employer brand. Doing all of these things well is critical. 50% of candidates say they wouldn’t work for a company with a bad reputation, even for a pay increase.
Help interviewers tell a consistent story about your company with interview training. Not only can you demonstrate how to pitch your company, but you can also help interviewers find ways to incorporate your mission and value into their responses to candidates’ questions.
3. Builds a better hiring process
Time is of the essence when it comes to hiring top talent. Interview training is the key to unlocking a more efficient, structured interview process. It aligns interviewers on the right questions to ask and how to use each interview in the hiring process most effectively.
By getting your interviewers on the same page, you can streamline hiring, give candidates a better experience, and build a great team faster.
4. Wins top talent
In today’s candidate market, providing an exceptional experience to everyone interviewing at your company is critical. Interview training helps interviewers understand how to make candidates feel like the number one priority, not just another 30-minute block on the interviewer’s calendar.
Share the fundamentals of a great candidate experience with interviewers, like showing up on time, making eye contact, practicing active listening, and leaving time for questions. By setting these expectations with interviewers, everyone on your hiring team can work together to provide candidates with the best experience possible.
Build a Best-in-Class Interview Training Program
Make every hiring decision with confidence by building (or updating) your interview training program. With BrightHire’s Interview Training Suite, it’s now incredibly easy to design and manage a training program that’s always on and available on-demand, so you can teach interviewers critical skills by using real examples from your interviews.
Looking for more guidance on building an effective training program? Check out the Complete Guide to Interview Training. It includes advice from teams leading the way in interview training, the four steps to building a top-notch program, an index of interview training topics, and much more.
About the Author
Ben Sesser is the CEO & Co-Founder at BrightHire, the leading interview intelligence platform.