Introduction

As a hiring manager, you play a crucial role in building and maintaining a successful team. The interview process is an essential part of this role, as it allows you to assess candidates' skills, experience, and fit for the company culture.

However, conducting interviews can be challenging, especially for new hiring managers or those who haven't received formal training. It's important to approach interviews with a clear plan and specific goals in mind, as well as being aware of legal considerations and the role of diversity and inclusion in the hiring process.

That's where interview training comes in. By investing in training and development for hiring managers, you can improve the efficiency and effectiveness of your interviews, leading to better hiring decisions and a stronger team overall.

The Different Types of Interviews and When to Use Them

There are several types of interviews that you may use as a hiring manager, each with its own strengths and limitations. It's important to understand the different types and when to use them in order to make the most informed hiring decisions.

Structured Interviews

Structured interviews are those that follow a set of predetermined questions, with all candidates receiving the same questions in the same order. These interviews are designed to be objective and consistent, allowing for fair comparisons between candidates. Structured interviews are often used for entry-level positions or roles where specific skills and experience are required.

Semi-Structured Interviews

Semi-structured interviews are similar to structured interviews in that they follow a set of predetermined questions. However, these interviews allow for some flexibility and may include additional questions or follow-up questions based on the candidate's responses. Semi-structured interviews are useful for roles that require both specific skills and more general qualities such as problem-solving or communication skills.

Unstructured Interviews

Unstructured interviews have no predetermined questions and rely on the interviewer's judgment and intuition to guide the conversation. These interviews can be more spontaneous and free-flowing, but they may also be less reliable and objective. Unstructured interviews are best suited for senior-level positions or roles where specific skills and experience are not as important.

Group Interviews

Group interviews involve multiple candidates being interviewed at the same time, often by a panel of interviewers. These interviews can be either structured or unstructured and are useful for assessing candidates' ability to work in a team and handle group dynamics. Group interviews are typically used for roles that require strong teamwork skills or for filling multiple positions at once.

Preparing for an Interview

Proper preparation is key to conducting successful interviews. As a hiring manager, there are several steps you can take to ensure that you are ready to assess candidates effectively.

First, review the job description and requirements to understand the specific skills and experience that the role requires. This will help you identify the key qualities and attributes you are looking for in a candidate and tailor your questions accordingly.

Next, create a list of questions that you want to ask all candidates. These should include both behavioral and technical questions, as well as any follow-up questions or clarifications you may need.

It's also important to thoroughly review the resumes and cover letters of the candidates you will be interviewing. This will give you a better understanding of their experience and qualifications and help you identify any areas you may want to ask more about.

Finally, make sure to schedule enough time for the interview, allowing for breaks or any necessary follow-up conversations. It's also a good idea to have any necessary materials or documents ready and easily accessible.

Asking the Right Questions

As a hiring manager, it's your responsibility to ask the right questions during an interview to effectively assess a candidate's suitability for the role. This includes both behavioral and technical questions.

Behavioral questions are those that ask about a candidate's past actions or experiences and how they handle specific situations. These types of questions are useful for assessing a candidate's fit for the company culture and their ability to handle the tasks and responsibilities of the role. Examples of behavioral questions include:

• Tell me about a time when you had to work on a tight deadline. How did you handle the pressure?

• Describe a situation where you had to work with a team member who was difficult to get along with. How did you handle the situation?

• Give an example of a problem you faced at work and how you solved it.

Technical questions, on the other hand, are those that assess a candidate's knowledge and skills in a specific area. These types of questions are particularly important for roles that require specific expertise or technical knowledge. Examples of technical questions include:

• How do you troubleshoot a software issue?

• Describe your experience with [specific software or programming language].

• Explain the process you would follow to implement a new feature in a software application.

• It's important to remember that there is no one-size-fits-all approach to asking questions. The specific questions you ask will depend on the role and the qualities you are looking for in a candidate.

Evaluating Candidates

As a hiring manager, it's your job to evaluate candidates and make informed hiring decisions. To do this effectively, it's important to have a clear process in place for evaluating candidates.

First, take thorough notes during the interview to capture the candidate's responses and your observations. These notes will be valuable when comparing candidates and making a final decision.

Next, consider the specific qualities and attributes that are most important for the role. This may include technical skills, experience, fit for the company culture, or other characteristics.

Finally, compare candidates based on these qualities and consider any additional factors, such as the availability of references or the results of any skills tests or assessments.

It's also important to consider diversity and inclusion when evaluating candidates. This means looking at the overall diversity of the team and ensuring that a wide range of perspectives and experiences are represented.

Handling Difficult Interview Situations

As a hiring manager, you may encounter difficult situations during an interview. These could include uncomfortable or inappropriate questions, candidates who are difficult to engage, or other challenges.

It's important to remain professional and respectful at all times, even in difficult situations. This means avoiding any inappropriate or illegal questions and handling any difficult candidates with tact and diplomacy.

If you are asked an inappropriate question, it's okay to politely decline to answer and redirect the conversation. It's also important to be aware of any legal considerations in the interview process, such as avoiding discrimination on the basis of protected characteristics.

If a candidate is difficult to engage or seems disinterested in the interview, it's okay to take a break or try to re-engage them with different questions or conversation topics. It's also important to remember that not every candidate will be a good fit for every role or company, and it's okay to move on to other candidates if necessary.

Legal Considerations in the Interview Process

As a hiring manager, it's important to be aware of the legal considerations in the interview process to avoid any potential legal issues. This includes avoiding discrimination on the basis of protected characteristics, such as race, religion, age, and disability.

It's also important to be aware of any relevant labor laws, such as minimum wage requirements and overtime pay. Additionally, it's important to ensure that any pre-employment tests or assessments are job-related and do not unfairly disadvantage any candidates.

The Role of Diversity and Inclusion in Interviews

Diversity and inclusion are important considerations in the hiring process, and it's the responsibility of hiring managers to ensure that a diverse pool of candidates is considered for every role.

This means actively seeking out candidates from underrepresented groups and considering a wide range of perspectives and experiences. It's also important to create a welcoming and inclusive environment for all candidates during the interview process.

Techniques for Virtual Interviews

In the age of remote work, it's increasingly common for interviews to be conducted virtually. There are several techniques that can help make virtual interviews just as effective as in-person interviews.

First, make sure to create a professional and distraction-free setting for the interview. This may include closing unnecessary programs and apps on your computer, silencing your phone, and setting up a suitable background.

It's also important to establish clear communication with the candidate, including setting expectations for video and audio quality and making sure that everyone is aware of any time zone differences.

Finally, consider using virtual collaboration tools, such as screen sharing or online whiteboards, to help assess candidates' technical skills or problem-solving abilities.

Tips for New Hiring Managers

If you are a new hiring manager, it's natural to feel overwhelmed or uncertain about the interview process. Here are a few tips to help you get started:

• Seek out training and resources to learn about effective interviewing techniques

• Practice asking questions and evaluating candidates with a mentor or experienced colleague

• Create a clear plan and goals for each interview, including the specific qualities and attributes you are looking for

• Take thorough notes during the interview to help with comparison and decision-making

• Remember to consider diversity and inclusion when evaluating candidates

Common Mistakes to Avoid

As a hiring manager, it's important to avoid making common mistakes that can negatively impact the interview process. Some mistakes to avoid include:

• Asking inappropriate or illegal questions

• Failing to prepare properly for the interview

• Not setting clear goals or criteria for evaluating candidates

• Not considering diversity and inclusion in the hiring process

• Not taking thorough notes or keeping organized records of candidates

Ongoing Learning and Development

As a hiring manager, it's important to continually learn and develop your skills in order to conduct effective interviews and make informed hiring decisions. This may include seeking out training and resources, seeking feedback from colleagues, and staying up to date on industry best practices.

By investing in your own learning and development, you can improve the efficiency and effectiveness of your interviews and build a stronger, more diverse, and more successful team. This can ultimately benefit not only the company but also the individuals on your team, as they will have the opportunity to grow and develop in their roles.

Conclusion

In conclusion, interview training is crucial for hiring managers in order to effectively assess candidates and make informed hiring decisions. By understanding the different types of interviews, preparing thoroughly, asking the right questions, and considering diversity and inclusion, you can improve the efficiency and effectiveness of your interviews and build a stronger team. Don't forget to continue learning and developing your skills as a hiring manager to stay up to date on best practices and improve your effectiveness over time.

How Hume Can Help

As a hiring manager, it can be challenging to effectively assess candidates and make informed hiring decisions, especially if you are conducting interviews virtually or have a large number of candidates to evaluate. Hume is an interview intelligence platform that can help streamline the process and provide valuable insights to help you make the best hiring decisions.

Hume records, transcribes, and summarizes interviews, providing a complete record of the conversation for easy reference and comparison. This can be particularly helpful if you are conducting virtual interviews and need to review the conversation at a later time.

In addition, Hume provides analytics and insights to help you identify patterns and trends in candidates' responses. This can be useful for identifying key strengths and weaknesses and making more objective comparisons between candidates.

Finally, Hume offers interview training and coaching to help hiring managers improve their skills and conduct more effective interviews. This includes guidance on how to ask the right questions, evaluate candidates, and handle difficult situations.

Overall, Hume can be a valuable tool for hiring managers looking to improve the efficiency and effectiveness of their interviews and make better hiring decisions.