I’ve noticed that very few people have had the opportunity to conduct interviews. Sitting on the other side of the table and then hearing the discussion after the interview can be a very enlightening experience. It helps interviewees better understand what panels want to hear.

That being said, when conducting an interview, you probably don’t want more than four interviewers. Why? Well, first, it means that other daily work isn’t getting done, and second, you don’t want to intimidate your interviewee so much that they aren’t able to act naturally.

When I conduct an interview, in addition to myself, I try to have a couple team leads and one other employee (the learner) there. Before the interview, it’s best to do some coaching with the learner if it’s their first time. Suggest a couple good questions they could ask. Give them a nod in the interview when it’s his or her turn. After the interview take a few minutes to ask them how it went and what all of you could have done better.

What’s most important is that they get to hear and participate in the decision making process of choosing one candidate over another. As a leader, take the time to guide them and teach them. Highlight things you noticed about what the candidates did well or didn’t do well.

At the end ask them what they will do differently in their next interview based on what they saw and heard. Have them write it down so they don’t forget. You’ll be amazed at how fast this can build a person’s confidence and interviewing skills.

Over time, you’ll get two great rewards from this investment. First, your team members will perform better in their interviews and second, you’ll be able to delegate more of these responsibilities over time, opening yourself up to do more complex work in the future.

If you would like to know more about coaching your team members about how to be good interviewers, let’s get together for a free consultation. You can also give me a call or send me a text.