Are You a First-Time Hiring Manager?
The recruitment process can be complex and fraught with challenges—even for experienced professionals who may be stuck in their ways. From understanding your needs to conducting effective interviews, there are many potential pitfalls to navigate.
Here are some common missteps:
- Failing to distinguish between what you want and what you need.
- Falling victim to the Halo Effect—choosing charm over skills or cultural fit.
- Asking ineffective interview questions, like the infamous “What’s your greatest strength/weakness?”
- Inconsistent interview practices, making it difficult to measure candidates equally.
- Avoiding courageous conversations and tough questions.
- Allowing unconscious bias or baseless assumptions to influence decisions.
- Spending too much time on tasks that take you away from critical aspects of your role.
- Prioritising job requirements over team and culture fit.
- Relying on the wrong advice or input during the process.
- Conducting poor reference checks.
When hiring goes wrong, the consequences can be significant—wasted time, energy, and team morale, not to mention the lost potential income and culture damage from having the wrong person in the wrong role.
Don’t Worry—It’s Not All Doom and Gloom!
Here are proven tips to help make your hiring process smooth, respectful, and professional. These steps will enhance your brand and improve your chances of hiring the right talent.
- Create a Clear Plan, Process, and Timeline
- Communicate expectations with all involved.
- Stick to your plan, and don’t cancel interviews at the last minute.
- Prepare a Position Description
- Have an up-to-date position description ready to share with candidates in advance or on interview day.
- Do Your Homework
- Read the candidate’s CV thoroughly. Respect the preparation they’ve done by doing the same on your end.
- Allow Adequate Interview Time
- Avoid distractions like phones.
- Practise your interview questions beforehand to ensure a smooth flow.
- Build Rapport First
- Get to know the candidate before diving into specifics. If there’s no mutual connection, it won’t work—regardless of their CV.
- Keep It Professional, Not an Inquisition
- If you’ll be their manager, share your management style and ask how they thrive.
- Listen More Than You Speak
- Spend 80% of the interview listening, not talking.
- Avoid interrupting and allow the candidate to shine.
- Be honest about the challenges of the role.
- Create a Relaxed Atmosphere
- A comfortable candidate is more likely to share valuable insights.
- Encourage questions and explain the recruitment process.
- Sell the Role
- There are plenty of opportunities out there. Get the candidate excited about the possibilities and future with your company.
- Provide Post-Interview Feedback
- Whether positive or negative, follow up. Candidates value feedback and deserve to know where they stand.
When in Doubt, Ask for Help
Remember, you don’t have to be an expert at everything. If you’re unsure, seek advice or support. Above all, approach the process with integrity, enthusiasm, and a genuine love for what you do—it will shine through and become irresistible to the right candidate.
