How to Train Hiring Managers to Make Better, More Inclusive Hires

Hiring managers play one of the most critical roles in the success of any organization. They’re often the gatekeepers of talent, responsible not only for evaluating candidates but also for shaping the candidate experience and ensuring the right people join the team. Yet, many hiring managers don’t receive formal training on how to interview, assess, and ultimately select the best candidates.

If you want to improve your hiring outcomes, reduce turnover, and create a more inclusive workplace, investing in hiring manager training is one of the most impactful steps you can take. Here’s how to do it effectively.

Why Hiring Manager Training Matters

Even the most experienced managers aren’t necessarily experts in hiring. Without training, they may rely on gut instincts, inconsistent methods, or personal biases—leading to poor hiring decisions. Poor hires don’t just impact productivity; they can also harm morale and increase turnover.

Training equips hiring managers with the skills to:

• Conduct structured, effective interviews.
• Evaluate candidates consistently and fairly.
• Recognize transferable skills and potential.
• Align hires with long-term business goals.
• Promote diversity, equity, and inclusion (DEI) in every stage of the process.

1. Teach the Fundamentals of Good Hiring

Start by covering the basics. Managers should understand the full hiring process, from reviewing resumes to making final decisions. Key training areas include:

• Interview Preparation: Crafting structured interview questions tied to the role’s competencies.
• Assessment Skills: Learning how to evaluate answers objectively rather than relying on impressions.
• Candidate Experience: Recognizing that every interaction reflects your company’s brand.

This foundation helps managers move away from “going with their gut” and toward more deliberate, data-informed decisions.

2. Provide Tools and Frameworks

Hiring becomes easier and more consistent when managers have tools to guide them. Training should introduce:

• Structured interview templates that reduce bias and standardize evaluations.
• Rubrics or scorecards that help compare candidates fairly across the same criteria.
• Guidelines for cultural add (how a candidate can expand and enhance your culture, not just “fit in”).

These resources help create consistency across teams and improve the fairness of hiring decisions.

3. Train on Inclusive Hiring Practices

Inclusive hiring doesn’t happen automatically—it requires intentional training. Managers should learn how to:

• Recognize unconscious bias. From assumptions about names or backgrounds to “similar-to-me” bias, awareness is the first step to reducing bias in decisions.
• Write inclusive job descriptions. Training should include spotting biased language and focusing on skills rather than unnecessary credentials.
• Use structured interviews. Research shows structured interviews are twice as effective at predicting job success as unstructured ones.
• Evaluate fairly. Encourage managers to look beyond traditional markers like certain schools or career paths, and consider transferable skills.
• Champion diversity. Explain how diverse teams lead to better innovation, problem-solving, and business results.

By weaving DEI training into the hiring process, you help managers not only make better hires but also contribute to a stronger, more inclusive workplace culture.

4. Offer Ongoing Coaching and Feedback

Training shouldn’t be a one-time event. Offer refresher sessions, feedback loops, and peer learning opportunities. For example:

• Debrief after hiring cycles. What worked well? Where were the challenges?
• Share success stories. Highlight examples of great hires and how inclusive practices contributed to success.
• Offer mentorship. Pair new hiring managers with experienced ones who exemplify strong, inclusive hiring.

This helps hiring managers continuously refine their skills and stay aligned with your organization’s evolving needs.

5. Measure Impact and Improve

To ensure training pays off, track key metrics such as:

• Time-to-hire and quality of hire.
• Candidate satisfaction scores or feedback.
• New hire retention rates.
• Diversity of candidate pipelines and hires.

By reviewing these metrics, you can demonstrate the value of hiring manager training and identify areas for improvement.

Final Thoughts

Your hiring managers have enormous influence over who joins your company and how inclusive your workplace becomes. By equipping them with the right training—from structured interviewing techniques to inclusive hiring practices—you’ll set them up to make better, fairer decisions. The result? Stronger teams, lower turnover, and a reputation as an employer of choice.

Investing in hiring manager training isn’t just a talent strategy—it’s a business strategy.