Interviewing Done Right: The Hiring Manager's Toolkit

Tools: Articulate Storyline, Articulate Rise, Vyond, Adobe Premiere Pro, Canva, Play.ht
Audience: 150+ employees (C-suite to team leads) who will conduct interviews

Impact: Replaced a two-hour trainer-led explanation of complex scheduling rules with a 30-minute interactive course that improved understanding and reduced post-training confusion.

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Overview

This course is a required training for anyone who will conduct interviews at FreedomCare, from C-suite executives to team leads. It teaches knowledge, skills, and abilities (KSAs), behavioral interviewing using the STAR method, unconscious bias awareness, and how to provide effective feedback in Greenhouse. Before this training, interviewers used a PDF job aid, which resulted in inconsistent interviews and low-quality feedback.

The Challenge

Hiring managers and interviewers were not consistently trained. Talent Acquisition was receiving feedback from interviews that lacked actionable insight, and there was no standard approach to ensure candidates were evaluated fairly. The primary issue was that interviewers had no structured guidance on behavioral interviewing, listening for critical information, or providing useful feedback.

My Solution

I created an interactive, one-hour course using Articulate Storyline, Articulate Rise, Vyond, Adobe Premiere Pro, Canva, and Play.ht. The course:

Builds understanding of the STAR method with examples and guided practice.
Includes decision-based questions where learners choose behavioral questions and evaluate mock interview responses.
Teaches interviewers how to provide actionable feedback in Greenhouse (not included in example).
Reinforces best practices for unbiased and consistent interviewing.
Provides knowledge checks to confirm understanding.

Design Approach

The course is scenario-based and interactive, with each module building on the previous one. Learners observe examples, analyze responses, and practice evaluating answers in a safe environment. This approach ensures they internalize the process rather than passively reading information.

Collaboration

I worked closely with the Director of Talent Acquisition, Manager of Talent Acquisition, recruiters, and compliance teams to ensure the course reflects real-world interviewing needs and aligns with company standards. Feedback from subject matter experts was integrated throughout the development process.

Operational Impact

This course replaced multiple live coaching sessions and webinars previously conducted by Talent Acquisition. Now, over 150 employees take the course before conducting their first interview. Talent Acquisition receives higher-quality, actionable feedback from interviewers, reducing the need for repeated coaching and improving the hiring process.

Trainer and Leadership Feedback

Talent Acquisition leadership reported that feedback from interviewers became immediately more useful and aligned with company expectations. Trainers are no longer needed to repeat coaching sessions, allowing them to focus on other priorities.

Design Influence

This course serves as a model for interactive, decision-based training across FreedomCare. The structure and scenario-based approach are referenced in new content requests and act as a template for future instructional design projects within Talent Acquisition and beyond.

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