TRAINING YOUR HIRING TEAM NONO TION TTION T ALENT AALENT A You should think about hiring a Talent Acquisition Manager once your company reaches the stage when the volume of hires is expected to increase sharply, which will SS usually be immediately after raising a round: read Gemma Lockhart’s take on this in her SESSES interview. Using KPIs such as staff retention measures in the long run and conversion rate SMENTSMENT from initial to offer will help both founders and Talent Acquisition Managers focus on this quality over quantity. Crucially, your Talent Acquisition Manager should help you with training hiring man- agers and peers that take part in the recruitment process. Below are some key elements to educate the hiring team on. TRAIN HIRING MANAGERS TO UNDERSTAND STRUCTURED INTERVIEWS Structured interviews are more objective and legally defensible than unstructured interviews, but it also means a less personable interview process. Interviewers who use this interview format should learn how to prepare questions, understand rating scales and score candidates consistently. Help the team understand the merits of structured interviews, clearly communicate the hiring objectives (and emphasise quality over quantity); help them understand the process and why each part matters. TEACH HIRING MANAGERS ON NOTE TAKING Research shows that the most structured form of note-taking results from: • Extensive notes instead of brief notes • Mandatory note-taking instead of optional note-taking • Recording answers or facts instead of evaluations or judgements • Note-taking during the interview instead of after the interview 5555