Interview Tips for Hiring Managers

CARLY's KEY TAKEAWAYS:

Appreciate the candidate's time and consideration. #mannersmatter

Oh my gosh, me too! Get to know them as a person, what do you have in common?! Build rapport quickly! #samesies

Transparency goes both ways and honesty really is the best policy! #buildtrust

Professionalism is the standard you're setting in this moment! Remain the ultimate professional - this doesn't mean you can't laugh or have to turn robotic and stop being human, but you do need to know where the line in the sand is and don't cross it. Know what you're going to ask, and know what you CANNOT ask. #questionyourquestions

We get to see both sides of the interview process on a daily basis and, guess what? Candidates aren't the only ones who need help. Here are a few ideas for hiring managers, future supervisors and anyone else looking to make a strong first impression for themselves and their company.?

People don’t leave jobs, they leave MANAGERS.

You know this! The first interview will forever be the first impression you leave with a potential new team member and you will leave an impression whether they get hired or not. Below are a few “pro tips” to ensure that impression is positive and will strengthen your reputation as a leader and/or manager.

• Acknowledge the candidate’s effort and thank them for the time and energy they have invested to explore this opportunity with you. Show them the same professional courtesy you expect, by being on time and reviewing resumes before the interview.?Recognize and acknowledge that everyone involved is seeking a mutually beneficial, long-term fit. Today, candidates are interviewing interviewers, managers and companies as much as you are interviewing them. Briefly explore the path that introduced them to the opportunity and your organization. Often times, there are existing connections / relationships that you will want to be aware of.

Prioritize and review the BIG or?unique?requirements of the role right away. Is it a graveyard shift? Will they need to speak three languages? Are they expected to juggle while assembling medical devices? That sort of thing. Hopefully the candidate will be prepared and know what they are getting into but if there are unclear expectations or a substantial miscommunication on the role, deal with that first.

• Be prepared to speak to the details of the job, set explicit expectations and talk about the team for which you have the privilege of hiring. Yes, hiring is a privilege! When discussing day-to-day tasks be sure to include common challenges this role will likely experience. Be ready and willing to discuss the reason the position is open. Honesty is always best policy (thanks, Dad!).?It is okay to tell them that somebody quit or was terminated. Simply be open and upfront about what YOU are doing to ensure the success of the person in the role moving forward.

BE TRANSPARENT. Make sure the candidate’s questions have been answered before concluding the interview. They will pick up on your energy and interpret the vibe in their own way (which is often inaccurate) so be clear about next steps and timeline… then keep your word.?Maybe they are not the right fit for the position or your team but they are a good cultural fit (or just too good to pass up!). Keep the ball rolling and make an introduction to the appropriate person.

• KNOW THE LAW! In the United States, it is illegal for an employer to discriminate against a job applicant because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), age, national origin, or disability. Not only is it illegal, it’s messed up. Making hiring decisions based on such criteria is bigoted, archaic and counterproductive.

It is an ever changing, always humbling job market out there and we’re here to help. We have a plethora of other tips, tools and resources available to hiring managers, leaders, partners and prospects.?Reach out ?today and let us know how we can help be THE SOLUTION to your problems.

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