You’re recruiting project managers. How do you find the right fit?

In recruiting project managers, I ensure clarity on project needs, required skills, and company culture. Utilizing job analysis tools helps identify key requirements accurately. Crafting detailed job descriptions attracts suitable talent. Passive sourcing methods like LinkedIn searches and industry contacts target specific profiles effectively. I use behavioral and situational questions to gauge candidates' problem-solving abilities. Tailoring tests to match project complexity ensures accurate evaluation, with clear instructions and feedback provided throughout

Project managers are one of the most critical hires within the industry that EverHire operate in (Civil Engineering). The type of project will ultimately determine the project manager that you need. The work-style of the project manager will create the working style of the project. Make sure the project managers approach suits your staff and your business.

Defining your needs is paramount in hiring project managers. It sets the foundation for successful recruitment by outlining project specifics, required skills, and cultural fit. Leveraging tools like job analysis and competency frameworks ensures alignment between role expectations and candidate qualifications. Crafting a comprehensive job description based on these insights not only attracts suitable candidates but also streamlines the selection process, leading to better hiring decisions and project outcomes.

Utilize a combination of thorough resume screening, behavior-based interviews, and practical assessments to assess project management skills, leadership qualities, and cultural fit within the organization.

Start by defining what "right fit" means for your project - skills, experience, personality, the whole nine yards. Hit up your network - referrals are golden in the world of hiring. Dive deep into resumes and cover letters - look for relevant experience, but also keep an eye out for those intangible qualities like leadership and problem-solving skills. Don't skip the interviews - ask the tough questions and pay attention to how they handle curveballs. And hey, if they've got a portfolio, give it a good once-over - actions speak louder than words, right? Lastly, trust your gut - if someone feels like they'd fit right in, they probably will. It's all about finding that perfect match!

The right sourcing strategy is critical to finding the perfect project manager. By using a combination of online platforms, referrals, networking, and passive sourcing techniques, our company reaches a wider pool of qualified candidates. My goal is not just to find someone who can do the job, but to find someone who will excel in the role and contribute to the company's success. By targeting efforts and clearly communicating the value proposition, you can attract top talent to the organisation. Alot of late night networking is at play which is a direct result of our success placing project managers.

Sourcing candidates effectively is crucial for hiring top project managers. Utilizing diverse channels like job boards, social media, and referrals widens the talent pool. Passive sourcing methods, like leveraging LinkedIn and industry connections, tap into hidden talent. Tailoring sourcing strategies to the desired candidate profile enhances the likelihood of finding the right fit for your project needs.

Effective screening is the key to a successful recruitment process, ensuring that only the most promising candidates move forward to the more resource-intensive stages of interviewing and testing. We like to keep our first interview really conversational, to ensure the candidate feels comfortable to really highlight their true intentions. This also allows a better understanding on motivations and drivers.

Screening candidates is pivotal in identifying the best fit for project management roles. Utilize various methods like resume reviews and phone interviews to assess qualifications and skills. Behavioral questioning unveils candidates' problem-solving abilities. Tailoring screenings to predefined criteria ensures alignment with role expectations. This ensures efficient selection of candidates poised to excel in project management responsibilities.

Unveil the ideal fit! Interviews assess technical skills & entrepreneurial spirit. Technical Skills: > Grasp core project management principles & methodologies (Agile, Waterfall). > Assess proficiency in relevant tools (software, communication platforms). > Explore innovative approaches to risk management, stakeholder engagement, and budget control. Entrepreneurial Spirit: > Evaluate problem-solving skills & ability to navigate challenges. > Assess proactive resourcefulness & adaptability to changing priorities. > Identify factors outside their control impacting project success. This approach ensures you find the right fit, blending technical expertise with ownership mentality, ultimately driving project success!

Big emphasis on face to face video, a key component to any PM role is how they control a meeting, can they steer the conversation, throw hurdles, see if they're able to navigate these hurdles to focus on the outcome of the meeting. How do they handle unscripted questions etc. Do they utilize the video meeting tools available to capture engagement, do they screen share, demonstrate anything etc, use a whiteboard feature etc. This will give you an indication on how they will control an audience if hired.

Interviews are pivotal in assessing candidates for project management roles. Utilize diverse interview formats like structured or case-based to evaluate skills and personality fit. Consistent question preparation and rating systems ensure fair comparison. Additionally, inquire about candidates' expectations and career aspirations to gauge alignment with organizational goals. This comprehensive approach aids in selecting candidates who excel in project management responsibilities and align with company culture.

Simulate a real project scenario to assess problem-solving and decision-making skills. Explore past project management experiences to understand their approach and resolutions. Administer a role-specific assessment to evaluate understanding of project management methodologies. Observe teamwork, leadership, and communication in group exercises. Evaluate proficiency in relevant tools, software, and project management techniques. Utilize case studies for candidates to analyze, strategize, and present solutions. Present hypothetical leadership scenarios to assess decision-making under pressure. Assess adaptability through unexpected changes in a simulated project scenario.

I believe the focus here needs to be less on "technical skillsets" and more on what was the "As-Is" when they walked into the project, what was the hurdle, how did they overcome that, what role did they specifically play in the project and how they contributed to the overall project success. A candidate should be able to tell that story vs listing off responsibilities like "manage stakeholder expectations" etc.

Recruit for Culture Fit. The first interview for the PM vacancy should focus on whether or not the candidate would fit the culture of your team and internal processes. Inquire About Experience. Look for Relevant Qualities. Verify Their Credentials. It's important to ask the right questions to better understand the candidate's experience, skills, and abilities. You should also look for leadership, problem-solving, communication, and organizational skills. Additionally, you should assess their ability to work with teams and manage multiple projects simultaneously.

Testing candidates' project management skills through simulations, role plays, or presentations offers invaluable insights. Tailor tests to match project complexity and utilize tools like project management software. Clear instructions and feedback are crucial for fair evaluation. This hands-on approach ensures candidates possess the necessary competencies to excel in real-world scenarios, enhancing hiring decisions and project success.

Sign on bonusses are still effective & I believe a real statement of intent when it comes to showing interest in a candidate. Not only will we pay you X but this is how much are determined to land you, of course with contingencies upon staying X months in role. Other "benefits" I think stand offers apart from others, certification courses covered (ie. Scrum/Agile/PMP) and conferences covered.

Hiring the right candidate involves more than just offering a competitive package. Consider their career growth, work environment, and cultural fit. Clear communication and timely responses are key. Conduct thorough background checks to ensure their credentials align with the role. By prioritizing these factors, you can secure top talent who are not only qualified but also aligned with your organization's values and goals, setting the stage for mutual success.

Look beyond a resume and a CV. Speak to candidates and develop deep understandings on what makes them tick. Don't overlook based on outdated recruitment processes, if you have a talent team shortlisting for roles... MAKE SURE they UNDERSTAND the role.. so many incredible hires are missed at this essential stage of the process - if you don't do it well, outsource!

Ask technical resources "who is the best project manager you have experienced working with" - if an individual comes recommended from a Dev team, that's half the battle. The rest you can work out between resume/interview questions.

Verifica??o de Referências: Contate referências profissionais para obter informa??es sobre a performance passada do candidato. Pergunte sobre a capacidade do candidato de liderar equipes, enfrentar desafios e entregar projetos no prazo e dentro do or?amento.