Case study: How we made our managers better interviewers
Periodically, we like to share the success stories of companies dealing with HR issues. This case study comes courtesy of Joy Meserve, VP of camp operations for iD Tech Camps in Campbell, CA.
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It was time for us to reconsider how we trained our managers on hiring new employees.
Our managers handle so many important aspects of our business, but the most crucial, in our opinion, is hiring.
We know what a costly mistake it can be for the company, our staff members and our customers if we don’t hire well.
That’s not to say that we didn’t conduct training ourselves – once a year, we trained managers on how to look through applications, spot red flags and more.
But we were looking for our managers to develop their interviewing techniques a little more professionally.
5 goals
So we helped put together a daylong interviewing workshop for managers.
Along with the help of an outside vendor, we came up with a handful of things we wanted managers to learn in the training, including:
- effective interview preparation techniques
- the art of questioning and probing
- the legal factors involved with interviewing (what to ask and what not to ask)
- best practices for phone interviewing, and
- how to spot red flags during the interview process.
Role-play was key for training
Once we hammered out our goals, we took a lot of time figuring out how the best way to get all that across would be. After we set out a plan for the day, we were ready to get to training.
At the daylong workshop, we ended up training 15 managers.
Yes, some of the stuff we went over was a refresher course from the annual training managers had, but we knew it was still worthwhile to go over it again.
But most beneficial to our managers were the extended role-play sessions that they participated in.
Managers were broken into groups of three people. One person played the interviewer, another played the interviewee (who always had a secret agenda) and the third took notes.
For years to come
The training turned out to be a huge success.
Our supervisors said they left feeling more confident than ever about the interviewing process.
That was especially true after they had a chance to role-play, which allowed them to practice some new techniques in a consequence-free environment.
On our end, we can say the quality of our hiring has definitely increased since the training.
How do we know? Our customer evaluations have gotten a major boost since the workshop. We attribute that to getting the right people on board.
Added bonus: With some tweaking, we’re going to be able to use the training materials and info that we received for several years to come.
The post Case study: How we made our managers better interviewers appeared first on HR Morning.
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