Hiring manager’s hold a lot of responsibility for the upkeep of the company culture and the success of each team within a company because, well they chose the employees! Whether the hiring process is one interview or numerous rounds the first face to face interview is the most important to decide if they will mix well with others in the company.

It is the hiring manager’s responsibility to make sure the candidate knows what to expect in the interview and that they are the right type of candidate for the position advertised.

Before an interview 

Give the candidate the right information

Most companies task the candidate with finding information out about the company, but how much of the information gathered is relevant? Make the hiring process easier for the candidate so they spend more time talking about their skills and abilities. More importantly the candidate should receive a copy of the job specifications as more often than not they will be interviewing for more than one role, all of which are similar in nature.

Rate the skills mentioned in the job description

This will help to structure the interview and steer the conversation. Knowing the importance of each skill will mean that you can allot more or less time to them. If a candidate spends more time talking about a skill that is not very important as opposed to a more important ability then the candidate is not the best fit for the position.

During an interview

Bring a member of the team along

If the candidate will be joining a team in the company invite one of the team members along to talk with the interviewee. This will have a twofold effect allowing the team member to suss out the suitability of the candidate and the candidate will in turn have the ability to ask more detailed questions about the work involved. It will make your job a little easier when making a decision.

Ask relevant questions

There are four areas that can affect the hiring process; the job advertised, the skills, the company goals and the company culture.

Does the candidate have the relevant experience and the motivation to do the job advertised? Will the candidate have the skills needed to be successful in the position? Is the candidate’s career path in line with the company goals? Will the candidate have a positive or negative effect on the company culture?

Let the candidate know the hiring process

Are there more interviews involved, when will the decision be made, what is the start date? All these things should be volunteered in the interview so the candidate knows where they stand and can follow up if needed.

When asked a question give as much information as possible

Volunteering information shows that the company is open and has nothing to hide. Whether it is about promotion prospects or socialising show that you care about the questions being asked and answer truthfully and completely. This will give the candidate a better idea of if they want to work for you too as they are asking questions that they care about.

Ask your receptionist’s opinion

As a front facing team member your receptionist is the most informed about people. They are the first to see people as they enter the building and last as they leave. Your receptionist deals with candidate enquiries regularly and sees how they operate in the lead up to the interview. They have the best experience of how a person really acts (i.e. friendly/distant) and can sometimes tell if the candidate is the right fit for the company.

Hiring Managers have an important position in the company to ensure that any new staff maintain the company culture and work towards the company strategy. To make sure of this the interview process should be structured and touch on all elements that can effect a company’s success.

If you are thinking of hiring and have some questions on your processes contact us on 01-4744600