Services | Interviewer Sprint
Better job interviews lead to better people decisions.
The Interviewer Sprint gives managers and recruiters practical tools for interviews that produce reliable information to support hiring decisions.
An organization's ability to grow depends on its ability to identify and select the right people for the right roles. The quality of hiring decisions rests on how well skills, potential, and the conditions for success are assessed in the interview.
Yet interview quality often varies from one interviewer to the next. Preparation, assessment priorities, and the grounds for decisions differ, and hiring quality is less consistent than it could be.
The job interview is one of the most important stages of the recruitment process. It is a chance to get to know the candidate and, above all, to gather reliable information to support the hiring decision. Research shows that a well-structured interview is among the most reliable ways to predict success on the job, especially when combined with other assessment methods.
Interviewing is a skill that develops through experience, practice, and feedback. After the training, participants know how to prepare and run a well-structured job interview, ask questions that reveal what success in the role requires, and assess answers consistently.
When interviewers assess candidates on the same criteria, decisions are easier to compare and justify.
The Interviewer Sprint is designed for managers, HR professionals, and others involved in hiring who want to make better-founded hiring decisions.
It is especially useful when a company is growing fast, hiring volumes are high, several managers take part in interviews, or interview practices need to be made consistent.
What success in the role means and what the interview needs to assess.
Competency-based interviewing and a setting that produces reliable information to support the decision.
Evidence that predicts success, and the capabilities that the future of work calls for.
How to reduce biases linked to intuition, first impressions, and similarity.
How other assessment methods support the interview and make the decision more reliable.
Sirpa has long experience in recruitment, HR leadership, and organizational development. The training combines hands-on recruitment experience, business understanding, and the day-to-day reality of managers. The goal is to give participants tools they can use in their very next hire.
In the pilot phase, we deliver the training to a limited number of organizations that want to develop their managers' interviewing skills and strengthen their hiring capability. The experiences and feedback of pilot clients will be used to develop the training further.
Jonas Weckström, Veen & Co
Few have enough experience to fall back on when human-centric decisions are at their most difficult. We bring with us the insight gained from hundreds of similar situations.
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