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Great Interviewers are Made not Born!

October 08 2015 | (0) Comments

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Effective Interviewing Requires Training

How do you meet the market needs for effective interviewer training in the digital age?  Interviewer training has been established as a key component for maximizing the predictive validity of the employment interview.   Early interviewer training programs were workshop based to provide sufficient opportunity for practice and observation of interviewing skills.

With the coming of the digital age, the market demanded online alternatives to the workshop format.   However, the effectiveness of online programs were seen as being limited in sufficient practice and feedback opportunities were not provided.   The content of the training programs might also be too limited in an attempt to reduce the completion time for online training.

In order to meet the market need for effective interviewer training in the digital age, two conditions must be met:

  1. The content of the training must cover the critical topics needed for an effective program.
  2. The learning format must meet the time and access demands of the user while providing sufficient opportunity for practice and transfer of learning.

Training Content Requirements

The following topics are needed for an effective interviewer training program:

  1. How to Use Structured Interview Guides – Structured interview guides are the starting point for interviewing success.   Structured interview guides provide a roadmap for ensuring that all critical requirements are covered and relevant aspects of a candidate’s background are thoroughly explored.
  2. How to Obtain Good Interview Data – After planning and structuring the interview, professional interviewers need to be able to help candidates provide good information that reflects their true potential.
  3. How to Evaluate Candidate Responses Accurately – After obtaining good interview data, the interviewer’s task is to make an objective evaluation of the quality of the responses and make an accurate prediction about the candidate’s likelihood of being successful in the job.   Different interviewers reviewing the same data should come to the same conclusions.
  4. How to Follow a Professional Interview Process – In addition to obtaining quality information, a professional interviewer needs to maintain control over the interview process to ensure that both the interviewer’s and the candidate’s objectives are met.

Best Learning Format

The key to an effective learning design for the digital age consists of two elements:

  1. Provide Opportunities to Practice and Develop on the job.  Research shows that 70% of development happens on the job; 20% through coaching and mentoring and 10% through formal learning, which includes e-learning modules.  Effective e-learning courseware structures the 70% through step by step instructions, thus leveraging the natural way a person develops.
  1. Short, Bite-sized Learning Modules that can be Delivered on Mobile Devices.  Learners retain more information when it is delivered in small, bite sized learning modules.  Small bite sized learning modules and mobile device delivery meet the time constraints and schedules of people in the digital age.

If you want your recruiters and hiring managers to make great hiring decisions, they need behavior-based interviewing training. This training allows the interviewer to structure the behavior based questions and the many other critical non-behavioral questions to assess a candidate’s “fit.”  Remember, great interviewers are made not born!

Guest Author:  Dr. Patrick Hauenstein | Chief Science Officer | OMNIview

HauensteinAbout the Author:  Dr. Patrick Hauenstein is an industrial organization psychologist and a recognized thought leader in talent management with extensive expertise in effective interviewing practices. He has held leadership roles in the world’s foremost human resources consulting companies. He is currently the Chief Science Officer for OMNIview.  Prior to OMNIview, he held leadership positions at both Personnel Decisions International and Development Dimensions International.