The job of an interviewer may seem easy. The goal is to ask a few questions and get answers.
But that’s easier said than done.
Good interviewers know how to make the conversation flow naturally, make a pleasant and good impression on the candidate, and most importantly, assess whether the candidate is a good fit for the position they are seeking.
However, interviewers often face challenges, such as meeting new people face-to-face, difficulty expressing themselves, inadequate interview training, introversion, and the pressure to make quick yet accurate decisions.
In this article, we explore the common challenges faced by those new to the world of interviews and present a comprehensive guide on the top five resources tailored to ease the transition into this crucial responsibility.
Challenges for First-Time Interviewers
First-time interviewers face various challenges, both internal and external, that can impact their effectiveness in the hiring process and result in low self-esteem as a professional.
Like many individuals facing a specific task in the workplace for the first time, recruiters or anyone involved in the interviewing process may experience nervousness or fear that often rises from the doubt about their abilities. This is a common occurrence foremployees who lack experience and encount a new task new in the workplace.
Moreover, having the responsibility of analyzing candidates and making hiring decisions can be stressful, particularly for individuals who lack confidence and knowledge, which is mostly gained through proper experience.
Additinally, introverts can struggle to start conversations, especially if their social battery is running low in situations that require communication.
Many companies require immediate replacements or new hires, adding pressure on recruiters. The demand for quickly filling positions can lead to stress and affect decision-making abilities.
Additional factors, such as the fear of making mistakes, inadequate training, and mismatched expectations, further contribute to the complexity that first-time interviewers face in their roles.
Resource #1: Online Courses and Training Programs
Online courses are one of the easiest ways to learn how to conduct an effective interview.
Usually, these lectures explain the entire process and provide practical techniques and mechanisms that can be immediately implemented in the interview process therefore easing the feelings of nervousness and anxiety among those who are facing this task for the first time.
Furthermore, online courses and resources found on the Internet can present the whole picture, that is, explain the whole process and reduce the uncertainty that recruiters or interviewers feel.
Many platforms such as Coursera, Udemy, and Skillshare, offer different courses that can strengthen your interviewing skills and help you assess a candidate successfully.
Resource #2: Interviewing Books and Guides
Books and guides can serve as another source of valuable information that helps recruiters understand the process of hiring new candidates, making these tasks easier for them.
In addition to offering practical advice, many books on this topic discuss numerous valuable subjects and provide insights gained from experience in the industry. Recruiters can learn how to identify valuable candidates, build a culture that reflects the company’s values and beliefs, and recognize candidates who will seamlessly integrate into the same culture.
Some great books you can start reading today are:
- Who: The A Method for Hiring by Geoff Smart.
- Talent Magnet: How to Attract and Keep the Best People by Mark Miller.
- Hire Right, Fire Right: A Leader’s Guide to Finding and Keeping Your Best People by Roxi Hewertson.
- The Talent Fix: A Leader’s Guide to Recruiting Great Talent by Tim Sackett.
- Hiring Data Scientists and Machine Learning Engineers: A Practical Guide by Roy Keyes.
Guides written by industry professionals can also act as a helpful resource for new interviewers navigating this process.
Platforms such as Indeed, Glassdoor, and other job posting platforms offer informative guides where individuals can acquire insights from professionals who share their experiences.
Resource #3: Interview Question Databases
Before conducting an interview, interviewers need to know what questions to ask to comprehend the personalities and abilities of the candidates they are interviewing.
Questions should be clear and concise, avoiding any intimidation so that candidates have an opportunity to present themselves in the best light. Numerous online resources can assist in understanding how to construct appropriate questions, when to ask them, and how to select the most relevant ones to gain a comprehensive understanding of a candidate in a short amount of time.
Articles created specifically to provide examples of how questions for specific positions should sound are also a great resource for newcomers to understand what they should ask, ensuring they cover all aspects during interviews.
Ask the Recruiter or HR/PeopleOps Manager to provide a list of questions that assess specific competencies, from which you can choose.
Resource #4: Webinars and LinkedIn professionals
Many industry professionals use webinars as a way to assert their expertise and authority in the field, and it’s a great opportunity for new, interviewers to learn first-hand tricks that will help them in the process.
Following people who work in the HR industry, or global recruiters who share their advice on social media is also a great way to stay on top of the latest industry trends and learn more about how to navigate this landscape.
Stavreska Recruiting’s Instagram and TikTok profiles are great places where you can find simple and effective tips that can ease your recruitment journey.
Resource #5: Self-Assessment Tools
Interviewers can use self-assessment tools to check their skills and performance. Communication tests, measuring key performance indicators (KPIs), and skills assessment tests are good for identifying where you stand.
When interviewing candidates, keeping track of many aspects is crucial. To improve, consider a Skill Inventory Assessment.
For example, you can pick a specific skill, like “Candidate Screening,” reflect on how good you are, set clear goals, and plan steps for improvement. Attend training, seek feedback, and monitor progress. This helps you get better at specific skills, making you more effective in the recruitment process.
In addition, if you feel you lack a specific skill, you can suggest to the recruiter and hiring manager that they assign an assessment for that skill to another interviewer who could provide a more relevant candidate assessment. Don’t worry about making this suggestion – it shows that you take the interview process seriously and are open to suggestions for improvement. This can also demonstrate to the rest of the team that you are committed to developing your skills and being the best candidate for the job.
To sum Up
For first-time interviewers, the challenges encountered are not only normal but shared across the board. The fear of the unknown, coupled with the responsibility of evaluating candidates and making hiring decisions, can be overwhelming.
However, feeling nervous or making mistakes is part of the learning process. Embrace the journey, knowing that even experienced interviewers started where you are.
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