Is your company hiring on gut instinct? Are managers winging interviews with no structure or skill? If so, you’re not alone—and it’s costing you top talent.
Let’s fix that.
1: Why Interview Coaching Is Critical (and Often Overlooked)
- Untrained managers often misjudge candidates based on biases.
- Poor interviews lead to bad hires, increasing turnover costs.
- Coaching makes interviews more consistent, fair, and effective.
Example: A tech company reduced bad hires by 35% after manager coaching.
2: Start with a Structured Interview Framework
- Introduce consistent question sets for each role.
- Use scorecards to objectively evaluate answers.
- Align questions with key competencies and values.
Mini Framework: STAR method (Situation, Task, Action, Result) for behavioral interviewing.
3: Teach the Difference Between Talking and Listening
- Many managers overtalk or dominate interviews.
- Coach them to use the 70/30 rule: candidate speaks 70%, manager 30%.
- Practice silence—give candidates space to elaborate.
Tip: Role-play with feedback to build active listening habits.
4: Combat Interviewer Bias with Awareness Training
- Identify common biases: affinity bias, confirmation bias, halo effect.
- Use checklists to remain neutral.
- Remind them: it’s about fit for the role, not who they “like.”
Real Example: A retail chain rewrote 40% of interview questions after bias audits.
5: Follow Up with Debrief and Continuous Feedback
- Debrief after every interview round with structured templates.
- Review what worked and what didn’t with the hiring team.
- Offer refresher training every 6 months.
Punchline: Interviewing is a skill, not a gut feeling—and it can be coached.
CTA:
Want to build stronger hiring teams? Start by coaching your managers to interview smarter. Download our free Interview Coaching Toolkit now.
Phone : +919886395204
Email : info@skilligent.in
