Hiring Manager Training Mode
InteractiVR is the only VR interview training platform that trains hiring managers, not just candidates. Bad interviews lead to bad hires, bias complaints, and legal exposure. Great interviews find great talent.
Why Train Hiring Managers?
The Cost of Bad Interviews
Bad hires cost 30-50% of the employee's annual salary
Bias in interviews creates legal liability and damages employer brand
Inconsistent interviews mean you're comparing apples to oranges
Untrained interviewers often hire people like themselves, reducing diversity
Who Benefits from Hiring Manager Training?
New managers conducting interviews for the first time
Experienced interviewers who want to reduce unconscious bias
HR teams standardizing interview practices across the organization
Companies facing DEI initiatives or compliance requirements
How Hiring Manager Mode Works
1. Set Up Your Interview
On the setup screen, you'll enter:
Position: The job title you're interviewing for (e.g., "Senior Accountant", "Sales Representative")
Job Description (Optional): Copy and paste the job description as a reference. This helps the AI candidate give relevant answers based on the role.
Candidate Resume (Optional): Copy and paste a candidate's resume to personalize your AI Interview Partner with that background.
2. Conduct Your Interview
Ask whatever questions you normally would
The AI candidate responds naturally based on their profile
Follow up, probe deeper, and evaluate as you would in a real interview
End the session when you're ready
3. Review Your Performance Report
After each session, you receive detailed feedback on your interviewing performance.
Your Interview Performance Report
Overall Performance Score
Your total interviewing score out of 100, with a rating:
90-100
Excellent
80-89
Very Good
70-79
Good Performance
60-69
Fair
Below 60
Needs Work
STAR Method Analysis (For Your Questions)
InteractiVR evaluates how well your questions prompted STAR-structured responses from the candidate:
Overall STAR Question Score: Your aggregate score for question quality
Question Breakdown:
Strong STAR Questions: Questions that effectively prompted complete STAR answers
Moderate STAR Questions: Questions that got partial STAR responses
Weak STAR Questions: Questions that didn't elicit structured answers
Individual Question Scores: Each question you asked receives a score out of 5 with specific feedback.
Example:
4/5 — "Can you tell me the role you had in your last job?" This question effectively initiated the interview and offered insight into the candidate's background.
4/5 — "What are your strengths and weaknesses according to you?" The standard format offers useful information but could be enhanced by requesting specific examples.
Interviewing Competency Scores
Five key metrics that measure your interviewing effectiveness:
Question Relevance
Were your questions appropriate for the role?
80+
Competency Coverage
Did you assess the key skills needed?
75+
Follow-up Probing
Did you dig deeper on vague answers?
70+
Legal/Ethical Compliance
Did you avoid problematic questions?
90+
Candidate Engagement
Did you make the candidate comfortable?
80+
Talk-to-Listen Ratio
A visual bar showing the balance between your talking time and the candidate's talking time.
20-30%
Ideal
You're letting the candidate shine
31-40%
Moderate
Good balance, within ideal range
41-50%
Fair
You're talking a bit too much
51%+
Poor
You're dominating—the candidate can't show their skills
Target: Aim for 20-40% talking time. The candidate should be speaking 60-80% of the time.
How to improve:
Ask your question, then stop talking completely
Count to 5 silently before following up
Use non-verbal encouragement (nodding) instead of verbal fillers
Resist the urge to fill silence—let the candidate think
Rapport & Comfort
Evaluates how well you built connection with the candidate:
What you did well:
The interaction was generally comfortable, with a respectful tone maintained.
Suggestion:
Consider sharing more about the company ethos to build stronger rapport.
Bias Awareness
Tracks potential bias concerns in your questions:
0 Concerns
No biased or problematic questions detected
1-2 Concerns
Minor flags—review the specific questions
3+ Concerns
Significant bias risk—requires attention
Example feedback:
Continue current practices while remaining vigilant for potential biases.
Questions that trigger bias flags:
Age
"When did you graduate?"
"Tell me about your relevant experience"
Family
"Do you have kids?"
"This role requires occasional travel—does that work for you?"
Religion
"What church do you attend?"
Don't ask—it's not relevant
National Origin
"Where are you from originally?"
"Are you authorized to work in the US?"
Disability
"Do you have any health issues?"
"Can you perform the essential functions of this role?"
Key Strengths
A list of what you did well as an interviewer:
Example:
(1) Introduced interview with a warm welcome
(2) Asked questions relevant to the role applied for
(3) Positive gesture at concluding interaction with next steps
Areas for Improvement
Focus areas for becoming a better interviewer:
Example:
(1) Increase depth of probing with follow-up questions
(2) Clarify ambiguous questions for better candidate comprehension
Best Practices for Hiring Managers
Before the Interview
Review the job description and identify 4-5 key competencies
Prepare 2-3 questions per competency from your question bank
Review the candidate's resume and note areas to explore
Set up your environment — minimize distractions, test your tech
During the Interview
Start with rapport building — 2-3 minutes of warm-up
Explain the format — "I'll ask behavioral questions, take notes, and leave time for your questions"
Ask one question at a time — don't stack multiple questions
Take notes — but maintain eye contact
Use silence — let candidates think without rushing them
Probe incomplete answers — it's okay to ask for more detail
Watch your time — leave 5-10 minutes for candidate questions
After the Interview
Score immediately — don't wait or you'll forget details
Use a consistent rubric — compare candidates fairly
Document evidence — note specific examples, not impressions
Avoid halo/horn effects — evaluate each competency independently
Improving Your Scores
Improving Question Relevance
Ask questions that directly relate to the job requirements:
Review the job description before the interview
Map each question to a specific competency
Avoid generic questions that don't reveal job-relevant skills
Improving Follow-up Probing
Dig deeper when candidates give vague answers:
"We improved sales"
"What specifically did YOU do to improve sales?"
"It was a team effort"
"What was your individual contribution?"
"I helped with the project"
"Walk me through exactly what you did step by step"
"It went well"
"How did you measure success? What were the numbers?"
Improving Legal/Ethical Compliance
Never ask about:
Age, graduation dates, retirement plans
Family status, children, pregnancy
Religion, church attendance
National origin, accent, citizenship (except work authorization)
Disabilities, health conditions
Gender identity, sexual orientation, marital status
Improving Candidate Engagement
Build rapport and comfort:
Start with a warm, genuine greeting
Explain the interview structure upfront
Share a bit about yourself and the team
End with clear next steps
Thank them for their time
Interview Question Bank
Leadership Questions
"Tell me about a time you had to lead a team through an unpopular change"
"Describe a situation where you had to delegate an important task"
"Give me an example of how you developed someone on your team"
Problem-Solving Questions
"Tell me about the most complex problem you've solved at work"
"Describe a time you had to make a decision without all the information you wanted"
"Give me an example of when you identified a problem before anyone else did"
Communication Questions
"Tell me about a time you had to explain something complex to someone without your background"
"Describe a situation where miscommunication caused a problem and how you fixed it"
"Give me an example of how you delivered difficult feedback"
Adaptability Questions
"Tell me about a time when priorities shifted suddenly"
"Describe a situation where you had to learn something completely new quickly"
"Give me an example of a time you failed and what you learned from it"
Next Steps
Start a Hiring Manager Session — Practice with an AI candidate
Understanding Your Reports — Dig deeper into your feedback
FAQs for Hiring Managers — Common questions answered
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