1 Reply
Bob S

Hi Artie,

If you are talking about building this (rather than purchasing), couple of things you may want to keep in mind:

  1. Keep the Interview Skills piece "pure".    Don't mix in recruitment, employer branding, etc. There is more than enough to learn/master just in that narrower arena.
  2. Strongly consider teaching them a framework model for how to conduct interviews. In other words, the mechanics of time spent where.  For example... One model calls for having the candidate start by taking them through their resume, then asking them questions.  Another model (that I like to teach) are things like 25/50/25 - Spend first quarter of the time talking about the role/company, spend the biggest chunk in the middle talking about them, and leave the last quarter of the time to prompt for and answer questions they  have. In any case, you can make your managers more successful faster by teaching a framework model... then once they truly master the skills inside that they can get creative.
  3. Remember to include tips/checklist on how to prep for an interview, what to record and how to pass it along to other decision makers, and do's/don'ts from a legal and cultural perspective.
  4. Decide if you are going to include teaching questioning techniques and which ones.  For example, do you teach behavioral interviewing techniques only?   Do you teach them how to ask fact-based questions and when?
  5. Finally, decide what level of job aids to provide and how prescriptive you are going to be.  If you are going to give them specific questions, you may not need to teach them questioning techniques. Conversely, the more "open" your checklists/structures are, the more skills they will need to master to be successful.

Certainly lots to think about, perhaps more than folks realize. Remember the old adage "You never get a second chance to make a first impression"... ... ...That works both ways.

Hope this helps,