Establishing an interviewer training program
Posted: Wed Feb 19, 2025 4:05 am
Building an interviewer training program is an important measure to prevent recruitment mismatches. An effective program focuses on improving three skills: questioning, attracting, and drawing out. Specifically, this includes acquiring basic knowledge of interviews, role-playing exercises, and utilizing an interviewer manual. Survey results show that companies that provide appropriate training have a higher recruitment success rate than those that do not. The key to building a program is understanding the needs based on an analysis of the current situation, designing it to meet the challenges of the company, and continuously improving it in response to changes in society. This will lead to high-quality recruitment activities, strengthening the company's human capital, improving its image, and switzerland whatsapp number data even reducing compliance risks. Recognize that the ability of the interviewer determines the success or failure of a recruitment, and consider introducing an effective training program.
3-2. Introduction of unified evaluation criteria and scoring system
The introduction of unified evaluation criteria and scoring systems is very important in preventing recruitment mismatches. First, make a list of about 20 evaluation items that match the desired personality profile. For example, communication skills, problem-solving skills, leadership, etc. Next, set specific actions and comments for each item as the evaluation criteria. The evaluation criteria are defined on a 5-point scale, with 1 point for "not at all" and 5 points for "fully capable," and linked to specific behavioral levels. This eliminates the variation in evaluations due to the subjective opinions of interviewers, allowing for more objective evaluations. Furthermore, the introduction of such a system improves the transparency and fairness of the recruitment process, and as a result, the risk of recruitment mismatches can be significantly reduced.
3-2. Introduction of unified evaluation criteria and scoring system
The introduction of unified evaluation criteria and scoring systems is very important in preventing recruitment mismatches. First, make a list of about 20 evaluation items that match the desired personality profile. For example, communication skills, problem-solving skills, leadership, etc. Next, set specific actions and comments for each item as the evaluation criteria. The evaluation criteria are defined on a 5-point scale, with 1 point for "not at all" and 5 points for "fully capable," and linked to specific behavioral levels. This eliminates the variation in evaluations due to the subjective opinions of interviewers, allowing for more objective evaluations. Furthermore, the introduction of such a system improves the transparency and fairness of the recruitment process, and as a result, the risk of recruitment mismatches can be significantly reduced.