So you want to save the world, one candidate at a time. You’re passionate about making sure every role is filled with the very best person for the job. And you want to ensure your company only hires A players. But are your interviewers up to the task?
Do they know how to properly assess candidates? Do they understand what red flags to look out for? Are they asking illegal questions? (Cue shocked gasp.) If you answered “no” or “I’m not sure” to any of these questions, never fear! This blog post will provide you with everything you need to know about training your interviewers to be heroes in their own right.
The first step in training your interviewers is ensuring they understand the importance of what they’re doing. We’ve all heard horror stories of bad hires gone wrong. (Think: Godzilla in the cubicle next door.) A bad hire can cost a company upwards of $25,000 – ouch! – so it’s crucial that your team knows how high the stakes are. Every candidate deserves to be interviewed by someone who understands and cares about the process.
The second step is teaching them how to properly assess candidates. This includes everything from reading resumes thoroughly (to ensure there are no typos – s/he obviously didn’t proofread!) to understanding which behavior-based questions will surface a candidate’s true colors. (Pro tip: avoid yes or no questions at all costs.) Remember, you want your interviewers to be able to get a well-rounded picture of each candidate, so they can make the best hiring decision possible.
And finally, the third step is ensuring your interviewers know which questions NOT to ask. It’s important to note that just because a question may not be expressly illegal, it could still result in a discrimination claim if asked of every candidate. For example, questions about marital status, children, or plans for future children are generally considered off limits. If you have any doubts about whether or not a question should be asked, err on the side of caution and don’t ask it! We recommend having a list of approved questions on hand for reference during interviews, just to be safe.
Conclusion
By following these three simple steps, you can rest assured knowing your interviewers are prepared to handle even the most challenging candidates like total pros. After all, we don’t want any monsters getting through – only heroes!
