Interviewer Onboarding Checklist

Interviewer Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Interviewer starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Recruitment onboarding experience or just need an onboarding checklist for your new Interviewer, you’re in the right place. We’ve put together a sample Interviewer onboarding checklist below and have created onboarding templates & resources to help.

Interviewer Onboarding Checklist

1. Introduction to company culture and values: The task involves providing the new interviewer with an overview of the company’s culture, values, and mission. This helps them understand the organization’s core principles and align their work accordingly. The HR department or a designated company representative typically performs this task.

2. Familiarization with recruitment processes: As an interviewer, it is crucial to understand the company’s recruitment processes thoroughly. This task involves providing the new interviewer with comprehensive training on the various stages of recruitment, including sourcing, screening, interviewing, and selection. The HR department or a senior recruiter typically performs this task.

3. Introduction to applicant tracking system (ATS): Many recruitment companies use an ATS to manage candidate applications and track their progress. This task involves training the new interviewer on how to effectively use the ATS, including creating job postings, reviewing applications, and updating candidate statuses. The HR department or a designated ATS administrator typically performs this task.

4. Shadowing experienced interviewers: To gain practical insights and learn best practices, the new interviewer should have the opportunity to shadow experienced interviewers. This task involves pairing the new interviewer with a seasoned recruiter who can provide guidance, share their expertise, and demonstrate effective interviewing techniques. Senior recruiters or team leads typically perform this task.

5. Understanding job requirements and specifications: It is essential for the new interviewer to have a clear understanding of the job requirements and specifications for the positions they will be interviewing candidates for. This task involves providing the interviewer with detailed job descriptions, including required qualifications, skills, and experience. The HR department or hiring managers typically perform this task.

6. Training on legal and ethical considerations: As an interviewer, it is crucial to be aware of legal and ethical considerations in the recruitment process. This task involves providing the new interviewer with training on equal employment opportunity laws, anti-discrimination policies, and ethical guidelines for interviewing and candidate selection. The HR department or a designated compliance officer typically performs this task.

7. Introduction to interview assessment tools: To ensure fair and objective candidate evaluations, interviewers often use assessment tools such as structured interview guides, scoring rubrics, or behavioral-based interview techniques. This task involves training the new interviewer on how to effectively use these tools to assess candidates’ qualifications and fit for the role. The HR department or a designated training specialist typically performs this task.

8. Building relationships with hiring managers: Collaboration with hiring managers is crucial for successful recruitment. This task involves introducing the new interviewer to the hiring managers they will be working with, facilitating meetings, and fostering open communication channels. The HR department or a designated recruitment coordinator typically performs this task.

9. Reviewing company policies and procedures: It is important for the new interviewer to be familiar with the company’s policies and procedures related to recruitment, such as candidate data privacy, confidentiality, and conflict of interest. This task involves providing the interviewer with access to relevant policy documents and conducting training sessions to ensure compliance. The HR department or a designated compliance officer typically performs this task.

10. Ongoing professional development: To excel in the role of an interviewer, continuous learning and professional development are essential. This task involves providing the new interviewer with opportunities for training, attending industry conferences, participating in webinars, and joining professional networks. The HR department or a designated training specialist typically performs this task

Setting Up Your Employee Onboarding Process

From reading through the items in the example Interviewer checklist above, you’ll now have an idea of how you can apply best practices to getting your new Interviewer up to speed and working well in your Recruitment team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.