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Hone Competency-Based Selection and Interviewing Skills

Train hiring managers to use structured interviews to reduce the incidence of bad hires.


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  • Lucy Norman, Talent Acquisition Specialist, Info-Tech Research Group
  • Robb Myers, Director of Recruiting Operations, Biggz43
  • Nadia Keshavjee, Global HR Director, Business for Social Responsibility
  • Barry Deutsch, Master Executive Search Recruiter, Impact Hiring Solutions
  • Christine Alexander, Manager, Recruiting, AFL Global
  • Debra Puryear, Senior Talent Acquisition, AD Talent Inc.
  • Sam Hunter, PhD, Associate Professor, Department of Psychology, Pennsylvania State University
  • Beverly Flaxington, Principal, The Collaborative
  • Dr. Wendell Williams, Managing Director, ScientificSelection

Your Challenge

  • Bad hires are common and costly. More than half of new hires fail within the first 18 months. More than two-thirds of hiring managers make hiring decisions they come to regret. According to Leadership IQ, the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings.
  • Organizations want to hire for innovation. Meanwhile, organizations are placing innovation at the top of the agenda. This is not surprising. Producing innovative products and services provides organizations with a great competitive advantage.
  • Recruiters know. Talent acquisition specialists are accountable for quality of hire. They know that a well-structured interview process can improve the quality of hire, and help organizations identify creative candidates.
  • Hiring managers need training. Unfortunately, nearly 45% of talent acquisition specialists said their hiring managers were not strong interviewers. The McQuaig Institute reports that in large organizations that number climbed to 65%.

Our Advice

Critical Insight

  • There are no shortcuts to a quality hire. A structured interview process is the most reliable way to find top talent.
  • Stop asking candidates about the color of their personality. Carefully define the kind of candidate you want, ask questions that matter, and know what counts as a good answer.

Impact and Result

Implement a well-structured interview process to help hiring managers:

  • Improve the quality of hire
  • Reduce the cost of bad hires
  • Identify candidates with strong creative processing skills
  • Improve the candidate experience

Research & Tools

1. Make the case for interview guides and best-practice training for managers

Get support for the initiative.

2. Build a competency profile

Identify the right candidates.

4. Train hiring managers on interview best practices

Generate fair and consistent interviews across the organization.

Guided Implementations

This guided implementation is a six call advisory process.

Guided Implementation #1 - Review current hiring processes

Call #1 - Make the case for interview training

Discuss gathering information about challenges you are facing and calculating bad hire costs to benchmark the project.

Call #2 - Build a competency profile

Discuss drawing on the job posting to determine expectations and building a competency profile with hiring managers.

Guided Implementation #2 - Design target hiring processes

Call #1 - Design interview processes

Discuss designing an interview plan and an interview guide.

Call #2 - Design interview processes - continued

Discuss the interview plan and the interview guide. Discuss the design of hiring scorecards.

Guided Implementation #3 - Train the hiring team

Call #1 - Train your hiring team in interviewing best practices

Discuss customizing training activities for your hiring team.

Call #2 - Train your hiring team in interviewing best practices - continued

Discuss tracking the impact of your project.

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Review Current Hiring Processes

The Purpose

  • Make the case for the project to get your team’s support.
  • Build a competency profile to identify the right candidate.

Key Benefits Achieved

  • Gather information about the challenges you are facing.
  • Calculate the cost of a bad hire to benchmark the project.
  • Review the job posting for relevant competencies.




Assess the organizational impact of bad hires


Estimate the cost of a bad hire

  • Project benchmarks (bad hire costs)

Review the job posting to set expectations


Build a competency profile

  • A competency profile

Module 2: Design Interview Guides

The Purpose

  • Build interview processes to get evidence you can use.

Key Benefits Achieved

  • The documents you need to implement a reliable competency-based process.




Build an interview plan

  • An interview plan

Build an interview guide

  • An interview guide

Design a hiring scorecard

  • A hiring scorecard

Module 3: Train Your Hiring Team

The Purpose

  • Customize a training plan to prepare hiring managers to conduct competency-based interviews. 

Key Benefits Achieved

  • A training plan that is sensitive to the components of the competency-based interview process that will most benefit hiring managers.




Customize the training material to suit your needs

  • A hiring manager training plan

Search Code: 74332
Published: March 2, 2014
Last Revised: November 11, 2014