Interviewing Training for Executive Teams
We are excited to announce a new service offering that Integrity Network has launched: Interview Training for Executive Teams.
Integrity Network is a leading executive search firm that specializes in placing executive leaders in SaaS technology companies. Over the last 30 years we have worked with over 500 software companies to help them fill key leadership roles.
Our clients are $10 to $200 million dollar SaaS companies, and many of them struggle with the interviewing process. Numerous corporate executives have asked Integrity Network for consulting and training sessions on how to improve their interviewing skills. These sessions have been very successful, and we have decided to make this a separate service offering.
Our new Interview Training Program covers these key components:
Structured interview process and methodology. We introduce a structured and easy to follow methodology. Most small and growing SaaS companies don’t have a formal interviewing methodology that is consistently used as a standard in all hiring across the company. Companies that implement and adhere to a structured interviewing methodology have 64% higher retention rates. It is very common for an executive leader to have a variety of interviews and conversations with different candidates which makes it virtually impossible to stack rank your finalists. Most leaders just wing it, and this creates great risk in the hiring process. Turnover is costly.
Interview selection committee. This segment addresses exactly who and why an individual should be involved in the interview process (and who should not!). Most companies do not put enough thought into the selection of the interview committee. Often the committee participants are not consistent and different candidates are interviewing with different leaders based on availability and scheduling. This brings inconsistency and risk into the hiring process.
Feedback process and scoring grid. This is an area where most companies can make huge improvements. In this segment we introduce feedback tools and scoring grids. It is paramount that an interviewing team clearly understands the profile and what the hiring executive views as critical. It is common for different functional leaders to have different agendas. Getting consensus with the team is difficult and these tools allow a vehicle for collaboration.
Reference checking. This segment provides a strategy and process for reference checking and provides a reference check form with specific questions. Information rises to the highest level of trust, and you need to make sure that the references feel comfortable with you and are giving you the information you want, not the information they think you want to hear. Get your reference calls to share the true information you need for making a hiring decision.
Offer and negotiation process. In this final segment we cover the offer and negotiations in a legal world where in most states you are not allowed to ask the candidate for their current compensation plan.
Discover how to improve your hiring process and reach out to Judy for a consultation.