Human Capital Management

Part 2: Interviewing Tips for Hiring Managers


Just like you expect candidates to come prepared for an interview, there is preparation interviewers need to do as well.  While the candidate is trying to sell you on their fit for the job, hiring managers need to convey that they’re an employer of choice to candidates, especially in today’s competitive talent market. You have to show up just as well as the job seeker does. Your role as an interviewer is to respect the candidate’s experience, get what you need to make the best decision, and showcase how great this opportunity at your company is.

  1. Prepare – Review the job description and attributes you’re looking for in a candidate. Take a look at their resume and LinkedIn profile ahead of time.  Make sure you have compiled the questions you want to ask every candidate for this role.  Those questions should include examples the candidate can share with you on real scenarios they’ll encounter that are similar to the job you’re interviewing for. If there are things on their resume or LinkedIn profile you want to know more about, be sure that gets covered during the interview.  According to Indeed, 40% of people lie on their resumes so be sure you cover in-depth questions that make you feel confident they have the skills they’re presenting.  While you want to get to know the candidate, you also want to make sure questions from both parties get addressed during the time allotted so both can decide on the next steps.
  2. Be Respectful – The candidate’s experience (how you make them feel during the interview process) can be a deciding factor for whether they will accept or decline an offer.  You want to make sure they feel comfortable and respected.  Show up on time, dressed appropriately, and in a quiet space with your full attention. Don’t have your phone out, be multi-tasking, or have any distractions during the interview.
  3. Be Informed – You should know exactly what skills you’re looking for but also what the opportunity is.  Candidates want to know where the potential is if they take this job.  Have an understanding of the expectations, the interview process, and the people they will be working with and be able to answer questions about the role itself.  You should also be knowledgeable about the company culture, performance management process, the team they’ll be working on, flexibility, and a high level of benefits and salary.
  4. Showcase – Demonstrate what you and your company can offer.  This interview is a two-way street.  The candidate is evaluating you and the company just as much.  During an interview, you’re acting as a brand ambassador for your company.  You need to be able to share the benefits of them taking this role and working for your company.  They also want to feel like they will enjoy working with you and that there is chemistry during the conversation.  Be sure to smile and be genuine.  Don’t come across as rushed or that you don’t want to be there.
  5. Disposition – Be clear about the process and next steps.  Whether the feedback is positive or negative, you both spent the time to meet with each other.  Always tell the candidate if they’re in or out as soon as you know.  When you can, share why they aren’t moving to the next steps or getting the offer.  You should never “ghost” a candidate.  Treat the candidate how you would want to be treated if you were in their position.  While this is part of just doing the right thing, this is also your company’s brand. Candidates talk to each other and there are several job seeker social boards where people share their interview experience. You don’t want future talent to skip applying to your company due to how you treat those you meet with.

No matter which side of the table you’re on, interviews can be draining and stressful. Always keep in mind how the other person is feeling and be respectful. You want to make sure you’re doing your best to vet the candidate to make an informed decision, all while making sure they have a positive experience. They may not be the best fit for the current position, but they could be in the future, or talk to someone that you want to hire. Take a deep breath and make sure you’re prepared. And sometimes, you can’t do it all. We can help with recruiting, HR support, and much more.

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