Jack J. Kelly
There is an interesting corporate phenomenon as it relates to the interview process. If you are a manager responsible for hiring people for your team, company executives believe (without any basis in fact), that this is an easy task which anyone could do without any guidance or assistance. You may be the best investment banker, marketing professional or accountant, but that doesn’t necessarily mean your skills will smoothly translate into becoming a great interviewer, and Sheppard of the interview process.
It’s frustrating for all the parties involved, including the hiring manager, human resources, candidates, and business professionals that are required to meet the applicants. Companies don’t seem to place a value on the amount of time and effort required of this nerve-racking task. Hiring managers are basically thrown into the deep end of the pool and told, “You better learn to swim right now!” and “Don’t expect any swimming lessons”. Also, you still must do your job, the work of the person missing from your team, and expend the time and energy to find someone new to replace the departed employee.
Thankfully we recognize the difficult challenges that come along with being thrust into an interviewing process without any experience.
If you’re suddenly tossed into the task of hiring manager, in addition to your core role and responsibilities, here are 27 quick and easy tips to make the interviewing process a little easier and more successful:
- Write a real, meaningful, no-bull, detailed, accurate, comprehensive, jargon-free, easy-to-read, engaging job description.
- Keep your ideal audience of applicants in mind when writing the job description.
- Post the job description on relevant job sites where your core applicant base will see it.
- Be clear about objectives, title, level within the organization, expectations, corporate culture and compensation, so as not to waste your time with resumes that will not fit.
- Respond back to strong resumes of qualified applicants in a timely manner.
- Be reasonable in terms of setting-up interview times so as not to alienate applicants.
- Manage expectations such as how long the interview process will last, and how many people you will meet with.
- Ensure that, whoever is involved with the interview process has a copy of the candidate’s resume, has reviewed the document, checked out the applicant’s LinkedIn profile, and understands the job requirements and actually cares.
- Don’t conduct interviews, just for the sake of it.
- If you are interested in a candidate, let them know and move the process forward quickly and efficiently, so as not to lose them to a competitor.
- Let people down nicely if they don’t meet your criteria. You don’t want people badmouthing you to other prospective people in the field which could inhibit them from applying.
- Start checking a desired candidate’s compensation expectations early-on, to avoid any future monetary misunderstanding.
- Don’t waste time if the candidate’s expectations are too far off, and stay focused on people that meet and exceed your criteria.
- Inquire about whether or not a candidate would accept a potential counter-offer.
- Rely on good, respectful, honest recruiters for additional assistance.
- Understand the standard industry norms of offers made in your niche, other similar jobs available, and if there is heated competition for the same type of candidate that you seek.
- If offers are given at a 20% premium to the candidate’s current base salary don’t expect a person to accept 10% just because you think you are awesome.
- Be clear on total compensation and benefits.
- Ensure that the candidate fully understands the expectations of the role and that they can meet and exceed them.
- Be clear about internal growth prospects, or lack thereof.
- Be open and honest about any current problems or potential issues that would adversely impact the company and job.
- Don’t let long periods of time pass without any communication, which may lead the candidate to think that she is out of the running and lose interest.
- Inquire if they have other offers pending, or are close to receiving another offer.
- Weed out window shoppers and mercenaries who are only looking for money and not long-term career stability.
- Treat candidates with courtesy and respect.
- Value their time.
- Show the love to candidates, including valuing their time, informing the applicants that you intend to be a good mentor, they will be intellectually challenged, have strong interactions with management and colleagues, and outline how their career could flourish working with you, (assuming that this is all true).
I hope these tips and ideas will help make your life easier and more productive.
Feel free to call me at 212.997.3166; or email Jack@ComplianceSearch.com if I could be of additional assistance.