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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:
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.
Repeat after me: do not talk politics at work. Or on LinkedIn.
Or in job interviews. Or on first dates. Or at Thanksgiving dinner.
Unfortunately for those of us in the business world, 2025 ruined it. There’s just no way around the fact that tariffs are the issue driving the business climate right now. Every client, candidate, and partner is asking about it—or struggling because of it.
So maybe, just maybe, talking policy isn’t just okay—it’s necessary. Dare I say, productive.
So get ready for a little nuance from Jeff Smith and James Hornick in The 10 Minute Talent Rant, Episode 107, “Talk Policy, Not Politics”
Episode 107