Corporate Interviewer Training

• How well does your interviewing process differentiate between high-performance candidates and low performance candidates? Attracting and keeping highly qualified people who have the right attitude, and who fit your culture is the name of the game. If you’re not doing that, you’re creating high turnover, and disruptions in your organization, costing a great deal of money and time to resolve.
  
  
• Are you being clear about the pathway throughout your interviewing process? Candidates deserve a transparent explanation of what they’re getting into with regard to the interviewing process. This is their first introduction to the company and it should be a clear one, not a confusing one.
  
  
• Are you intentional about making your interviewing process a showcase for your company’s brand? Candidates leave an interview and tell their friends about the company. They go on social media and tell the world about the company. The prime experience candidates have for understanding the company is the interview. Interviewers need to be intentional about the image they present to candidates.
  
  
• Are you sure that your interviewing process is creating candidate engagement? In a candidate-driven market, it’s critical that a company can create fast rapport and trust with candidates. The best companies show a candidate respect. They realize that candidates are interviewing with more than one company, and they have choices.
  
  
• Does your interviewing process create a welcoming environment? It’s important to think carefully about the tone of the interviews you conduct. If you do not intend to have a stress or hostile interview format, are you positive that the candidate is not perceiving it that way? Candidates pick up on the type of questions, body language, eye contact and attitude of the interviewer. Being intentional is paramount.
  
  
• Does your interviewing process differentiate between high-performance candidates and low performance candidates? For example, a professional board of examiners should not give an examination where everyone scores 100%. The board wants to determine who should be certified and who should be denied. Interviewing should be the same. Interviewers should craft questions that demonstrate the difference between candidates.
  
  
• Does your interviewing process inordinately focus on resumes, backgrounds, skills and capabilities to the exclusion of attitudes? It’s a mistake to ignore attitude. A high-performance organization wants people with a positive mindset, those who seek challenges and those who can get along with others. The optimal mix of these attributes depends on the company, their culture, the industry and the role.

Bill Cole has been an interview coach and consultant for decades. He’s written multiple well-selling books on interview coaching. He’s been interviewed by the media countless times as an interview coaching expert. He’s consulted to numerous companies, hiring managers, talent acquisition managers, executives, HR professionals and business owners to help them improve their interviewing process. Bill will help you pinpoint what’s wrong with your company’s interviewing process. And more importantly, he will help you correct those mistakes, and create an interviewing system that is state of the art.