Does Your Hiring Manager Know How to Interview Effectively?
Posted October 17th, 2014
For companies looking to hire the very best recruits, the job interview is an essential part of the vetting process. But the quality of interview is entirely dependent on the quality of the interviewer. If a hiring manager is not adequately prepared, or asking the wrong questions, companies won’t get an accurate evaluation of the job seeker. As recruiters, it is our responsibility to make sure the hiring managers and the candidate are on the same page before the interview. Focus on these elements:
Job Description
Just because a candidate has been asked to interview doesn’t mean the hiring manager considers them a perfect fit for the job. They might have some or even most of the required skills but have gaps that give the hiring manager pause. Find out if any of these concerns exist, and then address them with the job seeker. By reexamining their work history, you may be able to reframe past jobs and projects to fill gaps in the current job description.
Background
Does the hiring manager have any concerns about the candidate’s background? If so, find out what they are and address the issues with the job seeker. There may be way to resolve the issue or spin the situation in advance of the interview.
Salary Expectations
Drawn out salary negotiations rarely benefit either party. It’s important that the candidate and the hiring manager go into the interview with a similar number in mind. Find out what the hiring manager is prepared to offer, and then adjust the candidate’s expectations accordingly.
Interview Process
How many people will sit in on the interview? How long will it likely last? Does the candidate need to bring any supporting documents? Arming the candidate with this information in advance helps them to enter the interview feeling confident, and ensures that the hiring manager can conduct the interview on their terms.
Offer
Make sure the hiring manager knows that all job offers should go through you, rather than being directed right at the candidate. This gives everyone the time and space they need to make a carefully considered decision and helps to eliminate the pressure of the interview room from the equation. In the end, both candidate and hiring manager benefit from using you as a mediator.
Some hiring managers might be resistant to give you so much information up front – out of the mistaken belief that it will allow the candidate to rig the interview. Emphasize to them that this process is, in fact, meant to remove the irrelevant obstacles that so often derail an interview so that both candidate and hiring manager can accurately and honestly asses whether this is a good fit. Taking the time to groom both parties in advance of the interview always leads to a better interview. Find more resources that benefit hiring managers, job seekers, and recruiters by partnering with Bayside Solutions.
