Hiring the wrong candidate can be very costly for an organization. It means putting up with someone who’s sub-optimal or having to remove someone who’s a bad fit. And letting unconscious biases affect the recruitment process stifles innovation by not making the most of different life experiences, approaches and ideas.

The hiring manager has to understand the competencies required for the role, be confident using interview questions, probe for further information, become consciously aware of any biases that might negatively affect a fair recruitment process, and adequately document the interview.

Participants will analyse a specific role they are recruiting for. They’ll discuss potential biases that could affect the decision-making process. They’ll practise conducting an interview for that role. And they’ll give meaningful feedback to successful and unsuccessful candidates.

What will your leaders be able to do?

Use your organization’s interview process to assess candidates effectively by:​

• Distinguishing your organisation’s interview approach from other types
• Identifying the key competencies in a role
• Avoiding common unconscious biases while conducting interviews
• Using your organization’s interview questions to assess candidates effectively
• Writing meaningful feedback forms that can be used to give actionable feedback to candidates

What will they work on together?

Comparing interview approaches

• Discussing pros and cons of different interview approaches
• Choosing the right interview approach for your organisation

Analysing the role

• Creating useful job descriptions
• Identifying the key competencies for the role
• Preparing good questions to ask

Being aware of unconscious biases

• Identifying unconscious biases that typically emerge during an interview
• Preventing biases from negatively affecting your interview

Conducting an interview and giving feedback

• Preparing for the interview
• Practising conducting an interview
• Writing and giving beneficial candidate feedback​