The document summarizes an online presentation about training interviewers. It includes: 1) The presentation discusses the importance of structuring interviews and using competency-based behavioral questions to improve predictive validity and reduce hiring mistakes and bias. 2) Interviewers can be trained on conducting effective blended behavioral interviews, including eliciting complete behavioral responses, evaluating responses, and following a professional process. 3) The best way to learn interviewing skills is through short, bite-sized e-learning modules that can be applied directly to practice and complement on-the-job learning and coaching.

2. Presenting Today
John Reynolds
Chief Executive Officer,
OMNIview
Follow along on Twitter: #BizWebinar @BizLibrary
Erin Boettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com
Dr. Patrick Hauenstein
Chief Science Officer, Psychologist,
OMNIview

3. www.bizlibrary.com/free-trial
BizLibrary helps organizations succeed by improving the way employees learn.

4. THE KEY TO HIRING SUCCESS
Because Great Interviewers are Made – Not Born

5. 5
10 Common Interviewer Mistakes
Untrained interviewers are prone to many mistakes. Here are 10
of the most common…

6. #10: IF YOU DON’T KNOW WHERE YOU ARE
GOING, ANY ROAD WILL TAKE YOU THERE
6
Interviewers don’t have a clue what they are
interviewing for – no roadmap or definition of the
competencies required for success.

7. #9: INTERVIEWERS MAKE UP THEIR OWN
QUESTIONS
7
If they do have some idea what qualities they want to
assess, then they don’t know the right questions to ask.
“If you were a tree,
what kind of tree
would you be, and
why?”

8. #8: PLAYING AMATEUR PSYCHOLOGIST
8
Interviewers are overly confident of their ability to
accurately “size someone up.” They like to play
amateur psychologist.

9. #7: I’LL DO IT MY WAY
9
Managers resist structure and like to do things “their
way” which usually is a mistake.
“Mistakes? I’ve made
quite a few”

10. #6: NO RESPONSE EVALUATION STRATEGY
10
Interviewers have no clue on how to evaluate candidate
responses or what constitutes a good response.

11. #5: ALLOWING BIASES TO INFLUENCE
11
Attractiveness, interpersonal skills and verbal fluency
overly influence decisions as well as other individual
biases, personal prejudices, and stereotypes.
“I think I’m looking
for someone who is a
lot like me”

12. #4: LOOKING FOR NEGATIVES
12
Interviewers look for a reason to reject a candidate
rather that examine their positive qualities.

13. #3: DEATH BY INTERVIEW & OTHER FORMS OF
CANDIDATE ABUSE
13
Excessive interviews do not add incremental value and
leave a negative impression of the organization on
candidates .

14. #2: ONE WAY CONVERSATIONS
14
Interviewers monopolize the airtime & don’t give
candidates time to fully respond or ask questions.

15. #1: A LACK OF STRUCTURE, CONTENT, AND
PROCESS
15
This is the core problem behind poor interviewing and
the reason why organizations should turn to training
interviewers to conduct blended behavioral interviews.

16. PROFESSIONAL INTERVIEWS ARE STRUCTURED
A Complete
Solution
Structured Evaluation
Process
Structured Response
Format
Structured
Competency
Architecture
Structured
Data
Integration
Process
Structured
Pre-Planned
Questions

17. STRUCTURE MATTERS!
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
Structured Unstructured
Comparison of the Validity of Structured Interviews vs.
Unstructured Interviews
Note: Validity refers to
the ability of a measure to
predict future success, it
ranges from 0 to 1 and .63
is awesome.

18. And… BRINGS A HUGE ROI!
• Research suggests that the difference in value between an
employee performing at the 83rd percentile in their role
compared to an employee at the 50th percentile is 40% of their
annual salary!
18

19. And… BRINGS A HUGE ROI!
• Hiring and training costs can vary from
25 to 200% of annual compensation
19

20. And… BRINGS A HUGE ROI!
• Replacement of an employee can range from
two to seven times his/her salary.
20

21. 21
What Do Interviewers Need to
Learn?
Interviewers can be trained to conduct awesome interviews and
achieve consistent predictive accuracy

22. THE FUNDAMENTAL PRINCIPLES OF BEHAVIORAL
INTERVIEWING
• THE BEHAVIOR CONSISTENCY PRINCIPLE – the best predictor of
future behavior is past behavior in similar circumstances
• COROLLARY 1 – the more recent the behavior, the better the predictive power
• COROLLARY 2 – the more longstanding the behavior, the better the predictive
power
• Understanding and using competencies
• Behavioral description questions vs. other types of interview questions
22

23. HOW TO CONDUCT A “BLENDED” INTERVIEW
USE A VARIETY OF QUESTION TYPES TO EXTEND THE POWER OF THE
BEHAVIORAL INTERVIEW:
• Establish rapport and put the candidate at ease which
makes for a more productive interview
23

24. HOW TO CONDUCT A “BLENDED” INTERVIEW
USE A VARIETY OF QUESTION TYPES TO EXTEND THE POWER OF THE
BEHAVIORAL INTERVIEW:
• Provide a conversational flow and context for asking
behavioral questions
24

25. HOW TO CONDUCT A “BLENDED” INTERVIEW
USE THE VARIETY OF QUESTION TYPES TO EXTEND THE POWER OF
THE BEHAVIORAL INTERVIEW:
• Obtain better and more complete behavioral responses
to behavioral questions
25

26. HOW TO CONDUCT A “BLENDED” INTERVIEW
USE THE VARIETY OF QUESTION TYPES TO EXTEND THE POWER OF
THE BEHAVIORAL INTERVIEW:
• Provide information on the whole person including
interests, job experience, impact, and enthusiasm for
the position
26

27. HOW TO ELICIT A COMPLETE BEHAVIORAL
RESPONSE
BE ABLE TO RECOGNIZE AND ELICIT COMPLETE BEHAVIORAL
RESPONSES THAT HAVE THREE CRITICAL COMPONENTS:
• Circumstances
• Actions
• Results
27

28. HOW TO EVALUATE CANDIDATE RESPONSES
EFFECTIVELY EVALUATE CANDIDATE RESPONSES IN AN
INTERVIEW. APPLY THE KEY PRINCIPLES OF:
• Situation similarity
• Approach effectiveness
• Significance
28

29. HOW TO FOLLOW A PROFESSIONAL INTERVIEW
PROCESS
• A PROFESSIONAL INTERVIEWER NEEDS TO MAINTAIN CONTROL
OVER THE INTERVIEW PROCESS TO ENSURE THAT BOTH THE
INTERVIEWER’S AND THE CANDIDATE’S OBJECTIVES ARE MET.
• How to organize interview time
• How to manage the pace of an interview to ensure full and proper coverage
of each assigned competency
• How to adhere to legal standards in conducting the interview
29

30. 30
What is the Best Way to Learn?
Time constraints, technology, and research have shaped the way
interviewers build professional skills in the digital age

31. LEARNING FORMAT
THE KEY TO AN EFFECTIVE LEARNING DESIGN FOR THE
DIGITAL AGE CONSISTS OF:
• Provide opportunities to practice and develop on the job.
• Research shows that 70% of development happens on the job;
20% through coaching and mentoring and 10% through
formal learning, which includes e-learning modules.
• Effective e-learning courseware structures the 70% through
step by step instructions, thus leveraging the natural way a
person develops. 31

32. LEARNING FORMAT
THE KEY TO AN EFFECTIVE LEARNING DESIGN FOR THE
DIGITAL AGE CONSISTS OF:
• Short, bite-sized learning modules that can be delivered on
mobile devices
• Learners retain more information when it is delivered in
small, bite sized learning modules.
• Small bite sized learning modules and mobile device delivery
meet the time constraints and schedules of people in the
digital age. 32

33. THE TOTAL SOLUTION IS AVAILABLE NOW!
• OMNIview partnered with the Vado learning team to create bite sized e-learning
courses that build the skills needed to become a great interviewer. with six
courses, covering six topic areas, interviewers and hiring managers now have the
tools they need to be professional interviewers.
CONTACT US TO LEARN MORE BECAUSE GREAT INTERVIEWERS ARE
MADE – NOT BORN
33

34. Questions?

35. Interviewing eLearning Course from Vado
6-part eLearning course on
Interviewing
1. Interviewing Basics
2. Recognizing Behavior Responses
3. Evaluating Candidate Responses
4. Conducting Professional Interviews
5. The Blended Interview Process
6. The Legal Aspects of Interviewing

36. 6-part Recruitment video series
6-part Recruitment Video
Series
1. Recruitment Strategies, Part I
2. Recruitment Strategies, Part II
3. Process and Strategy
4. Job Analysis and Job Descriptions
5. Recruitment Law, Part I: IRCA and Patriot
6. Recruitment Law, Part II: EEO Set of Laws

37. Try out these video lessons
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