|Face-to-face interviews with job candidates help your supervisors choose the best-qualified people for the jobs they have to fill. A good interview should bring out a candidate’s strengths, weaknesses, and suitability for the job. Properly conducted interviews identify the kinds of employees you want and need for your organization, helping to develop a diverse and productive workforce.
Interviewing often starts as a basic communication process. It then grows in complexity as the job candidate progresses through the different hiring stages. The initial screening interview is usually conducted by an HR staff member. If the applicant appears qualified, the supervisor seeking to fill the position will typically conduct the next (and often final) interview. Interviewing obviously is a key aspect of the recruiting process but is not a skill that comes without practice.
It takes practice to fully realize the goals of an interview: to learn about the candidate, evaluate the candidate’s ability to perform the job, describe the job opening and your organization, and to answer the candidate’s questions.
When a training session on interviewing skills is completed, trainees who interview job candidates will be able to:
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Although there are no laws that require you to train supervisors in interviewing skills, the ultimate success of your organization depends on all supervisors being effective interviewers.
Trainer qualifications. Trainers should be familiar with the requirements of state and federal fair employment laws, your organization’s Equal Employment Opportunity (EEO) policy, and your interviewing practices and procedures.
Here are some suggested activities to involve trainees by making the training as interactive as possible.
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The information in today’s Advisor is adapted from BLR’s PowerPoint® training session, “Interviewing Skills for Supervisors.”