After interviewers are trained, they will perform at least two "shadow" interviews where they tag along an experienced interviewer and they want the interviewer conduct the interview and then are asked to write up an interview report. After they finish writing the report, they can see what the experienced interviewer wrote up, so they can understand how the writeup should be done.
Afterwards, the new interviewer has to do a non-trivial number of interviews before they are considered "calibrated". When an interviewer is uncalibrated, their score won't be given much weight, and the hiring committee can see how their interview reports and scores compare against more experienced interviewers. This also gives an opportunity for the hiring committee to send interview feedback (e.g., you're asking a banned question; the coding question is too simple, so it's not providing enough of a useful signal; don't ask "trick questions" which again don't provide much useful signal whether or not the candidate can answer it correctly, etc.)
So there is certainly ways in which interviewers do get suggestions for improvement. And it doesn't have to be _that_ expensive. It's just a matter of making sure you don't have more than one uncalibrated interviewer per panel.
It won't be possible to extract any useful information from such interviews. But I guess it's possible to convince employees to haze candidates this way. You should feel bad for doing this to people though.
>It won't be possible to extract any useful information from such interviews. But I guess it's possible to convince employees to haze candidates this way. You should feel bad for doing this to people though.
Empirically this isn't the case. It would be much more interesting if you took the time to elaborate on what about this process is cultish, why it won't provide useful signal. Without that, it just comes across as a mean-spirited complaint.
Afterwards, the new interviewer has to do a non-trivial number of interviews before they are considered "calibrated". When an interviewer is uncalibrated, their score won't be given much weight, and the hiring committee can see how their interview reports and scores compare against more experienced interviewers. This also gives an opportunity for the hiring committee to send interview feedback (e.g., you're asking a banned question; the coding question is too simple, so it's not providing enough of a useful signal; don't ask "trick questions" which again don't provide much useful signal whether or not the candidate can answer it correctly, etc.)
So there is certainly ways in which interviewers do get suggestions for improvement. And it doesn't have to be _that_ expensive. It's just a matter of making sure you don't have more than one uncalibrated interviewer per panel.