Picture the following scenario: it’s time to make a new hire and HR is relying on the hiring manager to help them make the right choice. But can HR count on the hiring manager to do so? Has the hiring manager received the best interview training possible? Or any? If not, is HR even prepared to provide this training? Or have a framework in place to discuss what needs to happen when there is a job opening that needs to be filled? We’ll explore our thoughts to these questions, while focusing on the following key points:
- Structuring the interview process itself
- Writing proper job descriptions
- Ensuring that the correct staff is hooked into the interview process
And maybe most important, recognizing that if you want to make the best hire, HR and the hiring managers have to be partners in the hiring process
How to train your hiring managers to interview candidates begins with this simple premise: HR and hiring managers are partners. Once this is established however, HR has to ensure that not only are hiring managers prepared to interview candidates, but that they are prepared to train the hiring managers to do so. And so:
HR must have a framework for such trainings in place…
And following the training, hiring managers must be ready to define the… Business Need and Interview Process, as well as write a strong job description, build and direct the interview team, and engage in behavioral interviewing.
If you’re concerned that any part of your organization isn’t prepared for any part of this process, no problem, we’re here to help.