If you are considering using line managers for interviewing then they should be made aware of the interview process, protocol required for the interview (in keeping with legal requirements), which competencies are assessed in the interview, how to judge candidate fit to the role in question.
Managers who are trained in the above are likely to make decisions that are both valid and reliable, and the candidates that they recruit are more likely to perform well and stay longer in the job being recruited for. The process will stand up to scrutiny should it be challenged and should be more likely to result in recruiting a diverse workforce.
Ineffective interviews
Interviews can be ineffective for a wide variety of reasons. It could be due to a lack of structure and consistency in questioning. It could be irrelevant competencies being assessed, or poorly-phrased questions being asked. It could be due to a vague or inappropriate scoring system being used. It could also be that the environment is not conducive to the interviewee relaxing and being able to give their best.
This is likely a result of poor job analysis, poor interview script design, or an interviewer who has not been trained appropriately. As well as leading to poor decisions, this could
- Lead to biases being activated in the interviewer that could skew their scores.
- Inappropriate questions being asked which could contravene employment law and upset candidates
- Confuse candidates on the true nature of the role or what they will be doing in the job.
A consistent process in terms of timings, questioning, note-taking and scoring are all components of a valid interview process.
Interviews are a form of marketing and promotion:
The way in which an interview is run demonstrates the organisation’s attitude and approach to people, processes and values. If an interview is run in an efficient, organised, respectful and thorough manner, the candidate gets some insight into the way in which the company operates, without working with them internally just yet.
Candidates on the receiving end of a haphazard, abrasive and vague interview process could be deterred from accepting a job offer or could even harbour negative emotions when recalling the company (if they felt slighted in some way) – remember a lot of these job candidates will be your customers.
Managers should be made aware that not only do they represent themselves; they also represent the company and what the company stands for. As such, both the interviewer and the interview are being assessed mutually.
What are protected characteristics?
Protected characteristics are personal characteristics that should have no bearing on one’s eligibility for a role with an organisation. Protected characteristics include age, marital status, whether a candidate has children or is planning to have them, ethnicity, and religious beliefs. These characteristics should not form part of the interview discussion to avoid any potential or construed discrimination against candidates during the interview process.
How do we go about training managers on interview skills?
Training hiring managers on interview skills can be explored through varied formats such as workshops, seminars and online resources.
Please click here to send us your enquiry about interview training options.
