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For talent acquisition, it’s a whole new world. The interviewing landscape has completely transformed into a highly competitive, candidate-driven market. A record four million people quit their jobs in April 2021, and as the great resignation continues onward, job seekers are out in full force. Now is prime time to level up your interview process.
A common issue that isn’t being discussed enough is that some hiring managers think they don't need to train up or prepare for interviews as much as the candidates they’re speaking to, since they’re the ones doing the hiring. TA leaders know that just simply isn’t true.
A good impression and an optimal experience goes both ways. Going the extra mile to look professional, showcase the role and company culture, including making candidates feel welcome and comfortable, can be what it takes to score you the quality hire that your organization needs to excel.
Let’s take a look at seven statistics about interviewer training that every hiring manager needs to know to ramp up better and more efficient practices in 2021.
While most hiring managers have not had interview skills training, almost 100% of those that go through either agree or strongly agree that they have more knowledge about the company’s hiring process and philosophy, and feel more confident about conducting effective interviews. (SHRM, 2020)
If that’s not a sign that you should implement interview training at the workplace right now, we don’t know what is.
The average employer interviews 6 to 10 people for a job, and this takes a process of about 2 to 3 months. If they still haven’t successfully hired someone, they would repeat this process. (CareerSideKick)
Is your process taking so long that you’re missing out on top candidates? A solid foundation with standardized hiring processes is key to securing the right candidates faster.
1 in 5 employers have unknowingly asked an illegal interview question before, and about 1 in 3 of them are unsure about whether or not the questions they are supposed to ask are legal.
The wrong type of questions can give off the impression that the interviewer is unprepared, disinterested, or insensitive. Some questions may be intrusive or show a pattern of discriminatory practices and put the organization in a tenuous spot. Hiring managers must know what can and cannot be asked… and the TA team must insure this.
This is broken down into retention, salary, and hiring a new candidate to replace the individual. It’s important to properly assess your candidates from the start, so that hiring managers can avoid these costs. This doesn’t take into account the expense to productivity, team morale, or time managing poor performance.
In 2020, the EEOC found 67,448 charges of workplace discrimination, winning just over $106 million for charging parties and other aggrieved individuals. This is a 95.8% success rate for their district court resolution outcome.
Untrained interviewers may not know what they can and cannot ask, and end up saying the wrong things during interviews that can aggravate candidates. This will put the company at the risk of liability, reputation damage, and losing out on quality talents.
As a hiring manager only have one shot at a first impression with your candidate, so you have to make it count. Other studies have found that determining traits like trustworthiness takes just a tenth of a second! (Source)
Finding the perfect fit for the company is one thing, it is also essential to focus on their well being and communicate expectations the right way.
Navigating the interview process can be a tricky one, especially if you’re rooted in old practices. And with the dynamics of recruitment shifting, it’s important that hiring managers lead the way in helping their organizations adapt to this change.
It’s time to make a shift toward candidate-centered, connection-driven interviews. Learn more about how to make that happen for your team to win top talent faster.