HR did a great job — found a strong candidate, screened them, convinced them to join the process. The candidate enters the manager's final interview… and leaves confused. The manager says: "Not the one," while HR wonders — by all criteria, the candidate was perfect.
Or the opposite: the manager is impressed, hires "by gut feeling," and three months later it turns out the new hire can't handle the role.

Problem? The real role needs and required skills were not clearly stated, and the manager failed to see the interview through the candidate's eyes.

 

Why it matters:

  • The interview is the manager's responsibility — it's where both sides decide: "Do I want to work with this person, and do they want to work with me?"
  • Candidates evaluate the manager and company just as much as the company evaluates them.
  • Today, it's not the strongest who thrive — but the most adaptive managers, those who can clearly communicate expectations and create meaningful dialogue.

Who this training is for:

  • Managers conducting final interviews.
  • Leaders whose candidates often decline offers or quit quickly.
  • Companies aiming to improve hiring quality and retention.

What you will learn:

  • Clearly articulating role requirements and skills.
  • Running interviews as a dialogue, not an interrogation.
  • Seeing the process through the candidate's perspective.
  • Asking questions that uncover competencies, motivation, and values.
  • Avoiding "gut feeling" traps and unconscious bias.

Benefits for the company:

  • Well-defined expectations.
  • Hiring based on skills, not impressions.
  • Positive candidate experience.
  • Reduced bad hires, turnover, and financial losses.

Numbers that matter:

  • The average cost of a bad hire ranges from 15% to 21% of the employee's annual salary depending on the role level (Robert Half).
  • Other research shows up to 30% of annual salary lost in the first year due to poor hiring decisions (Global Career Finder, Kofi Group).
  • For leadership roles, losses can reach 100% of annual salary or more (Stratex Asia, Stratum International).
  • Structured interviews predict candidate success much more effectively (up to 0.63 correlation) vs. unstructured ones (0.20–0.33) (Wikipedia, Wired).

A mistake in an interview is not just an isolated case. It can mean tens of thousands of dollars in losses, a demotivated team, and stalled projects. A skilled manager-interviewer is your safeguard against these losses and the key to sustainable business growth.

📞 Want your managers to turn interviews from a weak spot into your company's strength? Join the training and equip them with tools that will save money, improve retention, and attract top talent.

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