Finding the best new hire for your organization is no simple task. Following these guidelines will get you to the right fit, faster and easier. After countless resumes, phone screens and interviews it became quickly apparent that a successful candidate search requires limiting internal interference in the external hiring process. If you’re about to start the search for your next rising star, consider the following before you launch the next recruiting cycle.
Resume Search: The Human Factor
You can let the software do the looking for you with keyword searches, but don’t underestimate the search power of experience and knowledge. Great recruiters partner with the hiring team to review resumes and spot the rising stars.
Junior Roles: Cast a Wide Net
Some candidates may not have a traditional educational or career path. Train your attention, and everyone else’s, to focus on transferable skills and avoiding snap, or random judgments.
Interviewing: Silence is Golden
The candidate should tell you about your company, not the other way around. If you’re conducting an interview, be prepared to ask and listen…and then listen some more. If the candidate is not doing most of the talking, then something is wrong. During an interview it’s the employers responsibility to get the information from the candidate, in order to make an informed hiring decision.
Panel Interviews: Too Many Cooks
In both small and large organizations panel interviews serve an important purpose, particularly when time is scarce and consensus is required on a key, mission-critical role. That said, a panel interview with multiple interviewers for every role is leaning towards overkill, or hints at micro-management within the hierarchy of an organization. Managers, ideally, can make their own hiring decisions without buy-in from multiple sources.
Ask the Right Questions: Paperclip in a Blender, Anyone?
It’s trendy and tempting to ask off-the-cuff questions. If you do, make sure you know why you are asking and what you are looking for in an answer. It’s typically best to leave the creative approach to the experienced interviewers. If you are new to interviewing, the best thing you can do is prepare. Answer a few questions beforehand: What skills are essential? What does a good fit look like for my team, and for me as manager? Here are some other great questions to have in your back pocket!