Why Interviewing Skills Are So Critical for Managers

James Colino
A free video tutorial from James Colino
Global Recruiting Leader & Technology Founder
4.4 instructor rating • 1 course • 11,535 students

Lecture description

In this lecture, you'll learn the true cost of a bad hire, how scarce top talent actually is and a few ways that candidates are preparing to ace your interview process.

Learn more from the full course

INTERVIEW TRAINING: Ask Better Questions, Hire Better People

If you want to improve your hiring accuracy or transform the way your company interviews talent, this course is for you.

01:38:32 of on-demand video • Updated January 2017

  • Understand the cost & impact of a bad hiring decision.
  • Learn to ask better interview questions.
  • Eliminate first impression "interviewer bias".
  • Properly greet a candidate.
  • Effectively take control of an interview.
  • Use an interview guide to increase hiring accuracy.
  • Use advanced probing techniques to uncover details.
  • Use a 5 point rating scale to rate their candidates.
  • Use a candidate feedback form to make better decisions.
  • Run an effective post-interview debrief meeting.
  • Tactfully inform candidates of their final status.
English [Auto] So why is hiring an interviewing so critical. Well every business leader knows that having the best talent is how you succeed as an organization. And one of the best ways to have top talent is to create a well-structured interview process that allows you to identify and hire high performing individuals. The purpose of this module is to help you understand how important it is to approach the interview process with the same rigor that you approach the other aspects of your job and the risks associated with not getting it right. So on completing this module you'll be able to explain the visible and hidden costs associated with a bad hire. Explain the difference between a structured and an unstructured interview and describe the resources that candidates are using today to gain an advantage over employers. During the interview process let's start by talking about the core reasons why proper interview technique is so important today first. Hiring success rates are historically very low. According to a three year study conducted by Leadership IQ only 46 percent of newly hired employees are considered successful in their new roles. And the reason is mainly due to a faulty interview process that has too much focus on technical skills and not enough on interpersonal skills behaviors and motivations which is the focus of this course. Another reason proper interviewing is necessary is that an unstructured interview process can lead to legal and H.R. compliance concerns governing bodies that regulate the hiring process at your company such as the Office of Federal contract compliance programs and the Equal Employment Opportunity Commission can review your interview process to ensure that you have a fair and consistent way of assessing talent especially if a complaint is raised against your company they will look for structure documentation and consistency among other things. If you can't show that you have a well-thought out process with the documentation to support your hiring decisions you could find yourself paying fines in the hundreds of thousands even millions of dollars. And on the topic of money probably the most critical reason why interviewing skills are so important is that hiring mistakes are incredibly expensive poor hiring decisions can cost three to four times a person's annual salary. According to the Society for Human Resources to put it into perspective imagine hiring a $50000 per year employee who turns out to be a low performer to go through the time and trouble that it takes to replace that person. It will end up costing your organization at least three times the salary or $150000 and that's on the low end. Now consider that same calculation for a higher paying position like your executive roles or a high impact sales position and you can quickly see that number approaching the high six figures or even millions of dollars. Now the reason why most companies don't pay attention to the high cost of turnover is because a lot of the costs are hidden. Let's take a look at some of these costs in more detail. Now some of these costs are considered visible. Meaning you can actually see and feel these dollars impacting your budget or your bottom line costs such as advertising job boards sourcing software interview expenses too such as flying a candidate in from another state. Are all great examples of visible costs other visible costs include the cost of onboarding a new hire. Giving them a new laptop. Software. Office Space and benefits. And then even more costs occur when you're off boarding someone and paying severance. Absorbing legal fees or paying unemployment claims now hidden costs can actually have a greater impact because the dollar amounts are higher and at times they're unmeasurable for example. INTERVIEWER time is an important hidden cost to illustrate. Let's just say that you have four interviewers interviewing three candidates for 60 minutes each at a rate of $50 an hour for each of those managers. When you multiply four interviewers times $50 per hour times three candidates plus the time and cost of the recruiting team who Bracci the candidates. The hidden costs can add up really fast and that's just for one job opening. You also have lost productivity caused by a low performer who isn't doing their job properly. You may also experience costly errors lost customers and depending on what type of position they're in lost opportunities that can result from the employee not taking advantage of sales opportunities or cost reduction efforts for example to other costs that might not seem as obvious but do impact the productivity of the organization. Our adjacent employee impact and manager impact adjacent employee impact occurs when you have an employee on board who's not a great fit for the company or can't do the job is assigned. In this case the employees around that person suffer by being asked to do more work clean up their mistakes or just work around someone who doesn't add value to the culture. Managers suffer as well because they have to spend time monitoring a low performer and invest time energy and effort in that person which takes away from the time that they could be spending on their good employees so they don't have even more turnover. The good news is much of this can be prevented if you hone your interview skills and get your hiring process right now. We've mentioned the term structured and unstructured interviews a couple of times in this course already so it's only fair if we explain the differences. A structured interview can be thought of in general as a well-thought out and planned execution of an interview process in which everyone is on the same page and using the same tools. For example during structured interviews all candidates for a particular job will be asked the same interview questions to ensure that they're being assessed on the same criteria. This is why the use of interview guides is so important. A topic that will cover later in this course. Another hallmark of a structured interview is that the candidates are evaluated using a common rating scale which in most cases is numerical. In addition in a structured interview all of the interviewers will agree on what they're looking for and what constitutes an acceptable answer to the key interview questions ahead of the interview. And finally all structured interviews should involve a formal post-interview debrief in which all of the interviewers discuss their feedback and make a final decision together during unstructured interviews. On the other hand you'll find that candidates will be asked different interview questions some of which are not job related. Oftentimes standard interview guides are not used and therefore a common rating scale is not used to properly evaluate candidates responses either in an unstructured interview the hiring team will also not be aligned on the requirements of the job. Nor will they agree on what constitutes acceptable answers to certain questions. And finally an unstructured interview process typically ends with interviewers using a more casual approach to making a hiring decision such as emailing each other feedback or discussing a hiring decision over some chat tool or in the hallway on the way to their next meeting. Now while the merits of different interviewing tactics have been debated for many years researchers do agree on one thing that a structured interview is the most effective method for arriving at an accurate hiring decision. And this concept forms the basis for the content in this course.