Interview Training for Hiring Managers and Teams

Create a five-star candidate experience by clearly explaining roles, building connections, and consistently conveying the EVP with kindness, ensuring candidates feel confident and informed at every step.

Develop a consistent EVP message across the interview team to attract and retain top talent, aligning mission, culture, and benefits and conveying the EVP with enthusiasm.

Highlight your employer value proposition with mission, culture, growth, and benefits like food, learning opportunities, and wellness; then align messaging by asking recruiters what mattered most to candidates.

Guide hiring managers to create a five-star candidate experience by respecting time, being flexible, preparing questions, listening, aligning values, and communicating promptly to build relationships.

Navigate the seven hiring steps—from resume intake, recruiter and hiring team phone screens, to project exercises, on-site interviews, background checks, and offers—and be mindful of unconscious bias throughout the process.

Unconscious bias consists of learned stereotypes that are automatic and unintentional, influencing behavior and judgments in as little as 10 seconds, including in-group bias, prejudice, halo effects, and confirmation bias.

Scan resumes to identify connections for rapport, then read bottom up, from education to recent roles, to craft questions about transitions, career growth, short stints, and future goals.

Use project exercises to assess a candidate's thought process and communication as they complete job-related work, revealing fit for the role and team.

The onsite interview reveals fit by probing core competencies and experience, guiding questions with the resume to see how past work aligns with the role.

Align on an interview strategy through a pre-brief meeting, reviewing the job description and mission-critical competencies, assigning roles, and crafting targeted questions to run smoothly during onsite interviews.

Develop interview mastery by asking technical, cultural, and behavioral questions, using the STAR method to elicit complete responses and minimize bias.

Apply the STAR method to behavioral interviews by probing candidates for complete situation, task, action, and result, and clarify individual contributions to assess competency.

Ask questions to gauge personal interests, career trajectory, success measures, motivation, and product awareness, including what they'd change about Udemy.

Prepare by reviewing the candidate's resume and LinkedIn, craft rapport and career-path questions, and rehearse competency questions. Arrive early, know the interview details, and maintain a respectful, on-time interview flow.

Apply tactical do's and don'ts to create a five-star candidate experience. Introduce yourself, build rapport, take notes on paper, manage time, allow questions, and avoid bias.

Record feedback within 30 minutes of the interview using notes, and enter it into the system; form an opinion on each competency before the debrief, then discuss with the team.

Assess candidates by evaluating behavioral evidence over speculation, backing opinions with specific examples, while checking for unconscious bias and focusing on skills, competencies, culture fit, and potential using 80/20 rule.

Learn how behavioral questions assess competencies using the star method, illustrated by a creative thinking example where a leader drives a beta program to win a renewal.

The debrief meeting reconvenes the interview panel to discuss fit, review each interviewer's assessment of skills and competencies, and grade the candidate on a scale for an offer decision.

Understand state and country hiring laws and candidate rights to avoid illegal interview questions. Focus on job requirements, prevent bias, and use permitted questions to steer clear of discriminatory topics.

Celebrate finishing this interview training course and learn to interview confidently, find the right candidate, deliver a five-star candidate experience, check unconscious bias, and follow applicable laws.