HR Professionals - how do you train interviewers?

Alison Schell Hutchens

January 25,2024 at 5:32PM UTC

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HR Professionals - how do you train interviewers?

I work in local government which utilizes the structured interviewing method. However, no one teaches anyone how to develop/write questions that will help an interview panel choose the best candidate, based on the traits they desire in an employee (these are entry level positions, so no skills-based testing is needed). For those of you in HR or who do structured hiring processes - how do you train your interviewers? How do you develop questions and desired responses? I want to use this information to better train my staff and share with others in my organization. Thank you!

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AnonymousJanuary 25,2024 at 5:57PM UTC
Panels for entry level positions? Not the best investment of time. BUT, you work off of your companies values you have set for your questions. Example: If your company values a customer's experience, you should have a section on that, how do they handle difficult customers, who would they might partner with in a situation, etc. Once you know what you stand for your questions should reflect those. So, incase a candidate 'doesn't value the experience of a customer' their answer would sound like ' I followed the policy of the company and told the customer that and that's it, no let me get someone involved as this is out side of our policy but let's see what my manager thinks' mindset. There's always 'grey' .
AnonymousJanuary 25,2024 at 6:08PM UTC
I never have any interviewer go into an interview with live real candidates unless we have a setup meeting up front. Create a google document that can be shared. Have the hiring manager do a white board of the role - expectations for 30-60-90, interactions and collab with other teams, does this person manage people, do they need to train others, are the self directed, or do they need to be tasked and managed daily. Then take the job description break it into pieces. Choose no more than 5 interviewers- one from each area as the sentinel node of the persons fit. Have each interviewer add their questions to the document that are based upon the JD NOT the resume and then make sure there is no duplication. Use that consistently with every interview/candidate and then make sure that each interviewer has taken notes from their session so that you have proper documentation. Do not share it across the paths until the end and then ask for scoring of 1-5 for their thoughts on hire-do not hire. Generally I recommend that you hire between 3-5 and reject 1-2 almost no one gets a 5 (walk on water) 3 is average with growth potential, and 4 is perfect fit and can add value. That should get you to a good hire. I also recommend live debriefs with all the interviewers on the call AFTER they have submitted their feedback to the HM. Don't worry about the expected answers let candidates be themselves and don't hire good actors, good candidates may not give perfect answers especially if they are less seasoned. Good luck this should get you there!