If you have a tough question or need advice, you often look to “experts" within your organization. If you have a question about taxes, you probably know just the person to go to within your accounting department; if you have a benefits question, hello, benefits manager; and if you need some advice on local trade shows and events, your marketing manager may be just the person you need to see. While all of these people are experts in their own areas, they are also tasked with hiring folks to fill the seats in their departments.
Often, we think that because we have the best IT manager around, that he or she would obviously be able to hire the best IT people for his or her team. This may not be the case. Although these “experts” are skilled and trained in their fields, when it comes to finding the right people to fill positions, they may need some expert interviewing advice.
It is important that we equip our hiring managers with the right training and tools in order to find the best people to fill open positions. By giving them two simple tools, interview training and competency based interview guides, they will be on their way to hiring top talent. These individuals are very skilled at identifying the skills and qualifications needed to perform the job at hand, but some guidance and training will help them to perfect their interviewing and hiring abilities. While technical skills and past experience are very important for most jobs, hiring managers would benefit from a greater understanding of how to get at those skills and behaviors that they may not be able to see on paper. By providing behavioral based interview training and interview guides, these hiring managers will be able to find the person who is the best fit for their position and the organization. Read more about why behavioral-based interviews improve your hiring strategy.
Behavioral interview training will give hiring managers a better understanding of the importance of consistency and job relevance when interviewing candidates. They will also learn how to ask past behavior questions and collect complete behavioral responses. Understanding the importance of motivational fit is something that is invaluable for a hiring manager. They will learn that even though someone may have all of the right technical skills, without job and organizational fit, they may not succeed in the open position.
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By providing them with structured interview guides that include behavioral anchored rating scales, hiring managers will have approved questions to ask and a set of guidelines to follow when rating the candidates’ answers. Interview guides give them a roadmap to follow and the structure they often desire when interviewing candidates. While some managers may be comfortable in interview situations, many hiring managers welcome the idea of a structured process and training.
We often take for granted that because we have an awesome manager they will also be an awesome interviewer. With a little training, guidance and practice, any hiring manager can be the “expert” interviewer you expect them to be.