Recruitment Training To Empower Your Team

Talent acquisition involves interviewing candidates, as well as marketing the position. Being able to attract talented individuals that your company would greatly benefit from having onboard is key. While the candidate may be nervously waiting in the hall to be interviewed, you too might feel under pressure to sell the job opportunity and ask the right questions during the interview. Failing to get the interview process right can damage the reputation of your company, and it can also lead to three possible outcomes;

To avoid these three frustrating and stressful scenarios, you need to learn how to be an interviewer that gets the job done! Interviewer training is something our company specialises in, so feel free to check out our UK interviewer training courses here.

8 Reasons Recruitment Training Will Transform Your Interview Process

Here are 8 reasons why you need to learn how to be an interviewer if you wish to master the art of modern talent acquisition.

Managers Need To Feel Empowered

Once HR has conducted the first interview with a potential candidate, they are often passed over to a department manager. If you manage a department but have no recruitment training, you are going to struggle when it comes to hosting a second interview. Yes, you might know everything there is to know about the job requirements, but do you know how to assess character traits? A manager with no talent acquisition training runs the risk of saying yes to the wrong person.

A Lack Of Training Can Put Off Talented Candidates

If you’ve found the perfect candidate for the job, you’ll need to impress them, especially if they’re in high demand and have other interviews lined up. Think of the interview process as their first impression of your business. Inconsistent questions due to a lack of recruitment training can put off individuals and let talent slip through your fingers.

Personal Opinions Can Hinder The Recruitment Process

It’s natural to form opinions of others, but during an interview process, personal opinions can hinder your success. To avoid unconscious bias during the interview process, sign up to a recruitment training course to help you see past your own preferences. Failing to do this could land you in a sticky situation as a recruiter, especially if you say no to candidates and reveal your personal preferences instead of constructive professional feedback.

Interview Techniques Are Evolving

Fresh, young and highly talented individuals will not expect a traditional recruitment process. In fact, this could give a poor first impression of your company. Digital careers demand a modern and digital interview process and if you stick with a traditional approach, candidates might think your company is outdated and afraid of change.

Recruitment training will help teach you new and innovative interview techniques that are goal-orientated too. Consider where you want to host the interview, whether it needs to be formal or an informal chat. This is going to have a big difference in how the process moves forward and the talent you attract.

For example, a group interview is often rejected by highly talented and experienced professionals, since it’s usually reserved for entry-level positions. A coffee and catch-up interview is preferred by digital professionals and remote workers, as it reflects the informal work style that digital professionals now prefer.

A Poor Culture Fit Can Damage Team Morale

Hiring the wrong person who just doesn’t fit in with the existing team will likely cause disruption within a department. A poor culture fit can damage team morale, cause existing employees to leave, and ruin productivity levels. To avoid this serious issue, you need a strong interview process that evaluates skill-set, experience and character traits. Asking the right questions will help you to get a good feel for the person and their goals in life.

Don’t Be Fooled By A Rehearsed Speech

Interviewing candidates can often feel like you’re a detective. Some candidates are excellent during an interview process, but once offered the job will reveal their true personality. Others can easily rehearse a speech, which makes them sound as though they are highly experienced and knowledgeable, but are actually just quite good at acting. Challenging interview questions will ask a candidate to provide evidence, examples, opinions and thoughts over simple explanations.

Be Aware Of Body Language

When interviewing candidates for a job, you need to have a good understanding of body language. Subtle hand gestures, eye contact and fidgeting can all reveal something about a person. Knowing what is caused by nerves and what could indicate arrogance will help you filter through your interviewees and find the best person for the position.

In addition, your own body language as an interviewer also plays a key role during a first meeting. You need to ooze confidence and know how to present questions, and then patiently wait for a response even when an interviewee is nervous. While you don’t want to intimidate, you also don’t want to be over-friendly either.

You need to remember that your body language is going to either cause the candidate to feel nervous, confident, relaxed or guarded. Getting body language right will help to break down barriers and let you get to know the person behind the CV, cutting down the time it takes you to interview each person.

Save Time With Powerful Final Questions

A skilled talent acquisition manager will be able to end an interview with a challenging question that separates the weaker candidates from the strongest. The cost of getting this wrong is huge in terms of time, resources and a high turnover of staff. Rather than finish with the expected ‘Have you got any questions for me?’, it’s time to seize this opportunity to make your candidate think outside the box.

Here are 5 powerful and thought-provoking questions to end your interview.

These types of questions will force a candidate to think on their feet, assess their response before answering the question, as well as reveal more about their personality and background.