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First impressions matter, especially when it comes to interviews. But how confident are you that your interviewers are leaving a great first impression with candidates?

If you’re unsure, all hope isn’t lost. This is the perfect opportunity to equip your interviewers with the skills they need to provide the very best candidate experience with an interview training program.

Interview training helps interviewers learn how to ask great questions, pick up on candidate signals, and provide helpful feedback. With an interview intelligence platform like BrightHire, creating an effective program that uses real moments from your interview recordings only takes a few clicks. 

Read on for 3 tips to help you build an interview training program in BrightHire.

Why use BrightHire for interview training?

A successful interview training program isn’t a static PowerPoint deck created years ago to help your company avoid legal troubles. The best training is a living, on-demand program that is easy to build and update. 

With BrightHire, you can incorporate key moments from your real interviews into the training sessions, so participants can learn from your very best interviewers.

Here’s how an interview training program in BrightHire stacks up against a traditional training program without BrightHire:

Interview Training without BrightHire Interview Training with BrightHire
New interviewers shadow real interviews, which can be uncomfortable for candidates and nerve-wracking for interviewers. New interviewers can watch interviews on-demand to gain confidence and understand how to approach specific questions and answers.
Trainers reverse shadow new interviewers during real candidate interviews. Trainers watch new interviewers after their calls and provide actionable feedback linked to specific moments.
Interview training uses fake examples to show what good looks like. Training programs use real clips and interviews as examples of what good looks like.
It’s tedious to keep track of who has completed interview training. It’s easy to see who has completed training by tracking participants’ progress in BrightHire.
Training is a one-time event. Interviewers can revisit training content at any time, and you can update content with your most recent interview examples.
Interviewers have to relay challenging moments back to tenured interviewers after the fact to get help. Interviewers can easily share a link to any moment in an interview or share a clip to get feedback.
Self-coaching relies on gut feeling of how an interview went, fuzzy memory, and qualitative candidate feedback. Interviewers can self-coach at any time by revisiting real interviews, using robust analytics, or tagging in a teammate to coach.

3 tips for building an interview training program in BrightHire.

Ready to create your first company interview training program in BrightHire? Here are our top tips:

1. Take a team sport approach 

Kick off your interview training program creation with your team leads. Ask them to share great interview clips to get the ball rolling.

Your team is already running great interviews and capturing them with BrightHire. By working together, you can highlight your best interview moments in a playlist.

2. Continue adding new training moments

You might think you need to have all the content you’d like to use immediately available, but it’s just as easy to add clips and interviews later.

Start with a handful of key interview moments and add new content as more great interviews take place.

3. Reference this handy dandy guide 

Knowing where to start with your library of captured interviews can feel daunting – there are so many great moments to choose from.

Check out our Interview Training Implementation Guide for a little guidance on what kind of clips BrightHire users include in their first playlists.

Looking for more interview training tips and tricks?

We’ve got you covered. Check out these helpful interview training resources for talent acquisition teams and recruiters:

More ideas from BrightHire

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