Talent Advisory
Interviewing Hourly Talent: Hire Smarter, Faster
Great teams start with great hires, and that means knowing how to spot the right people. This learning path gives you the step-by-step know-how to run better interviews, even if you're short on time or new to hiring. You’ll learn how to screen applications, ask the right questions, and give every candidate a fair shot. By the end, you’ll feel more confident making hiring decisions that work for your team and your business.
Skills
Use Case
Presenters Presented By
Holly Fawcett
SocialTalent Expert
Holly’s extensive experience working with global TA leaders has shaped how the world’s leading enterprises achieve hiring maturity. Her experience in this space is unparalleled, making her one of the most sought-after advisors on talent maturity and transformation in the world.
Learning Outcomes
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By the end of the Learning Path you will be able to:
Translate role requirements into clear, practical screening criteria so you can quickly identify which applications to progress, even when you’re short on time.
Design and run structured interviews by planning question types, sequencing, and timings that reliably surface real evidence of skills, behaviors, and potential.
Ask better questions and probe effectively using behavioral, situational, and follow-up questions that reveal how candidates think, work, and solve problems.
Evaluate candidates fairly and consistently by using simple rubrics, shared notes, and decision frameworks that reduce bias and lead to stronger hiring decisions for your team and business.
Missions in this Learning Path
Hiring someone new? Whether you're filling one role or building a whole team, the way you interview makes a big difference. In this mission, you'll learn simple, practical ways to spot great people. The goal? Help you hire faster, fairer, and better.
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Ready to Start?
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I want this Learning Path for my team
Tell us what you want to achieve with SocialTalent and we’ll show how our world-class learning platform can help your enterprise.
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