Our hiring managers are busy individuals, often leading large teams and high-priority projects…not to mention days full of meetings.
Despite a busy calendar, one of the most critical steps in the hiring process is for our hiring managers arrive to the interview well-prepared.
This is to the hiring manager’s advantage for many reasons. We find that the hiring managers who show up prepared spend less time interviewing as they make the most of the interview time provided. Prepared interviewers typically interview less times overall (1-2 interviews maximum per candidate) as they approach the meeting with a clear objective.
Ways for hiring managers to prepare for an interview:
Review candidate’s resume
• Spend two minutes with a pen to take notes on the resume
• Look at the past 3 positions in detail to understand what the individual was responsible for and prepare questions accordingly
Read over candidate’s LinkedIN
• Draw upon common connections
• Become aware of the candidate’s background – experience, education and recommendations
• Take notes on questions you have regarding the individual’s experience and background
• Prepare a list of questions, both relating to what you now know about the candidate, and also regarding technical questions, behavioral questions, role expectations.
Understand your interview objective. Some common assessments include:
• Will this individual represent my team well in leadership meetings?
• Can I trust this individual?
• Is this individual reliable?
• Does the experience on the resume and the response to interview questions align?
• Do I believe I can offer future promotions to this candidate and that they’re a learner/growth oriented?
• Will this person meet the organization’s corporate culture?
• Can I picture my current team learning from this individual?
When the time comes toward end of interview for the candidate to ask questions, be able to do the following:
1. Explain the purpose of your team within the organization (i.e., what is your objective among the greater motive of the company?)
2. Describe the company culture (i.e., what does the company value?)
3. Clearly define expectations of the role as well as the growth potential (near term and long term expectations)
4. Explain why the position is open.
5. Be able to answer tough questions (Why is this position open? What is the toughest challenge of this role? Why do people leave the organization?). Remember, the candidate is interviewing you and the company as well.
6. Explain learning opportunities within the position (are there training classes offered? Does the organization look to improve upon current technologies and implement new ideas?).
7. Describe next steps in the interview process.
After the interview, please call your On Cue Hire Recruiter with detailed feedback and next steps (dates/times as well as purpose of next interview).
Call On Cue Hire today at 954-546-0910 to schedule a call or meeting with one of our Recruiters. We’d love to discuss the opening you have on your team and how we can assist in finding top talent. We recruit contract and direct hire talent across the United States.