Short on time? Read this: Gain insights into making the interview process more efficient and effective for managers. This post covers tips on collaborating with recruiters, mental preparation, strategic question planning, cultural fit assessment, and showcasing your company's strengths to potential candidates.
Hiring the right candidate is a critical task for any manager. I’ve heard from many clients that the interview process, while essential, can often be a daunting and time-consuming experience. Talking through it together with your recruiter and HR, and with the right preparation and approach, it can become a smoother and more efficient process. Here are some valuable tips to make the interviewing process less painful and more effective. Keep in mind that not all of these tips should happen in the first interview as you, the hiring manager, should have at least one follow-up with the finalists.
Tip 1: Get on the same page with your recruiter.
Hopefully, you are working with an internal or external recruiter to leverage their expertise and take the burden off your shoulders, so you don’t need to go through hundreds of resumes and screen all candidates who applied. After initial interviews to check qualifications, Recruiters should only present a few of the best to you. They should provide you with some form of a write-up on their initial interview(s) and screenings, along with a summary of the candidate, whether it be a scorecard based on qualifications and answers to specific questions, a few bullets about the candidate, their experience as well as motivation for job changes. Trust your recruiter to do the groundwork and align their efforts with your expectations as this has proved to be invaluable. A recruiter may also use Behavioral Interviewing Techniques which provide insights into the candidate’s behavior and problem-solving abilities.
Tip 2: Prepare mentally and have a checklist.
Interviewing candidates is undoubtedly a significant investment of time. I advise my clients that they should change their mindset and view it as an integral part of their responsibility, rather than a burden, which can shift your perspective. Remember, hiring the right person not only enhances your team but also makes your work life more manageable in the long run. The right candidate can bring fresh perspectives, new skills, and a positive dynamic to your team, ultimately contributing to the overall success of your projects and goals.
Here are some strategic tools that I have seen work to ensure that you make the most out of your interview sessions. Consider including key points such as:
Your Homework:
Essential vs. Nice-to-Have Qualifications: Clearly distinguish between the must-have qualifications for the role and those that would be a bonus. This clarity ensures that you focus on the non-negotiable skills and attributes necessary for the candidate to excel in their position.
After you and your team have a clear definition of the open role, take about 30 minutes to thoroughly review the candidate's resume and any other materials provided. Familiarize yourself with their background, skills, and experiences to tailor your questions accordingly for this job. This clarity helps you and the candidate assess whether there is a good fit. This may seem obvious; however, I’ve worked with clients who don’t take the time and get stressed right before the interview because they haven’t done their homework.
Interview Questions:
You should work with your HR team to develop a consistent and structured interview format. I have heard time and time again from candidates that they are asked the same questions with each interview during the process. Avoid redundancy by collaborating with other interviewers to ensure a diverse set of questions. This prevents candidates from feeling like they're repeating themselves and provides a more comprehensive view of their capabilities. This also helps ensure that you cover all relevant topics and allows for fair comparisons between candidates. Recognize the importance of tailoring questions based on the candidate's level of experience. Whether you're interviewing an entry-level candidate eager to learn or an executive with extensive industry knowledge, your questions should resonate with their background and aspirations.
Ask Open-Ended Questions: Encourage candidates to share more about themselves and their experiences by asking open-ended questions. This allows for a more in-depth answer rather than just a yes or a no.
Cultural Fit:
Assessing cultural fit is crucial and asking the right questions will be key. The last thing you want is to hire a candidate and let him/her go after 3 months because they don’t fit your culture. Craft questions about the candidate's work preferences and values to ensure alignment with your company's culture, such as teamwork, communication, and their approach to problem-solving. Also, gauge their willingness to participate in hands-on tasks and adapt to a collaborative nature.
Tip 3: Don’t forget to sell your company.
The interview is a two-way street, and while you're evaluating the candidate, it's equally important to showcase your company in the best light possible. Today’s candidates have multiple opportunities and job offers. As you narrow down final candidates, this becomes even more important. You need to tell them why your company is the better move for them. Here's a more in-depth look at how to effectively present your company during this process and they may ask specific questions. Remember, the interview process is not just about evaluating candidates; it's also an opportunity to display your company and make a positive impression.
Highlight Company Culture:
Emphasize what makes your workplace unique and the type of individuals who thrive in your organizational environment. This reinforcement helps candidates better understand the work atmosphere and determine if it aligns with their preferences and professional aspirations. Showcase your company's culture, values, and work environment during the interview. This helps candidates assess if they would be a good fit.
Transparency on Expectations for the Position:
Be transparent about the expectations for the position. Discuss not only the day-to-day responsibilities but also the broader impact the role has on the company's success. Share insights into key performance indicators, success metrics, and growth opportunities associated with the role.
Articulate Your Company's Program and Offerings:
A good candidate should have already researched your company - read press releases, corporate presentations, etc. Highlight recent successes, ongoing projects, and any upcoming milestones. This not only demonstrates the company's current trajectory but also gives candidates a sense of the exciting work they could potentially contribute to.
Showcase Your People:
Your team is a crucial aspect of your company's identity. Introduce the candidate to the people they might be working alongside, emphasizing the collaborative and dynamic nature of your workforce. Share success stories and achievements of team members to illustrate the positive and supportive culture within the company.
Communicate Vision and Goals:
Communicate your company's vision and long-term goals. Articulate the impact that the candidate could have on the company's mission and how their role aligns with the broader objectives. This provides candidates with a sense of purpose and a vision for their potential contribution to the company's growth.
Financial Standing:
Many candidates will ask questions about the financial runway. While you may not need to delve into intricate details, providing a general overview of the company's financial standing instills confidence in candidates. Discuss recent funding rounds, revenue growth, or any other relevant financial information that highlights the stability and potential for future success.
Tip 4: Provide ample time for questions.
Acknowledging the time constraints of the interview process is essential. Allow candidates the opportunity to ask questions. This not only helps them gather information but also demonstrates your openness and transparency as a hiring manager.
Tip 5: Keep promising candidates engaged.
Decide in advance how many finalists you aim to select. While it's natural to have a favorite, it's crucial to keep other promising candidates engaged. Encourage them to interview with different team members or key figures within the company, ensuring a comprehensive assessment of their fit within the organization.
Tip 6: Create a note-taking system that allows you to focus on the conversation.
Develop an effective note-taking strategy during interviews. Have your questions prepared in advance and highlight areas on the candidate's resume for expansion. Maintain eye contact to appear engaged, and if using multiple screens, avoid typing on the same screen as the video. Consider using AI recording and transcribing tools. There are a plethora of companies offering this like https://otter.ai/, https://aws.amazon.com/pm/transcribe/, https://support.google.com/meet/answer, or for more information https://zapier.com/blog/best-transcription-apps.
In Summary
Interviewing candidates, whether for a general position or a specialized role, requires careful preparation. Remember, trust in your preparation and the expertise of your recruiting partners to make the hiring journey smoother and more successful. Preparing mentally and having a thoughtful checklist can transform the interview process from a time-consuming task to a strategic initiative that contributes significantly to the growth and success of your team. Remember, the right candidate can be a game-changer, making the investment of time and effort in the hiring process well worth it.
Need help finding talent and filling talent on your team? Set up time to talk to us about how we can help you with recruitment for your organization.