7 Tips for the Hiring Manager

Often, it is only the HR recruiter who knows what to ask during an interview, and this is simply because that is part of the job description. Hiring Managers don’t interview people for a living, and because of this, they hardly have the necessary experience to conduct proper interviews. Here are seven practical tips to help the Hiring Manager:

  1. Prepare and standardize your questions

It is very important that you have a consistent set of questions to ask all the candidates interviewing for the same position. This ensures that everyone is measured against their ability to answer the same questions.

  1. Prepare your scoring criteria

Always have a scoring criteria. Assign weights to specific criteria. Decide on this before your first interview so that you don’t get bogged down and miss out on areas that might be relevant to your candidate search.

  1. Review each resume before the interview

Reviewing the resume helps the Hiring Manager spot areas in the resume that are of interest to the organization. These can be similar activities or skills that might be needed by your organization at a future date. Take notes on things that pop out or things that you need clarity on. Write on the resume itself if you need to.

  1. Validate the resume

As we all know, there is a tendency for people to exaggerate their accomplishments and position on their resume. It is important for the Hiring Manager to sift through that in the interview process. Ask the person what he or she does on a daily basis to get a feel of what the current role and responsibilities are. Often times you will see from that what the real work is all about.

  1. Let the candidate speak

At times the Hiring Manager spends so much time analyzing and talking that there is not enough time for the candidate to talk about his or her experience and knowledge. The less the Hiring Manager speaks, the more that can be gotten out of the candidate.

  1. Avoid discriminatory remarks

At all cost, do not ask questions that discriminate candidates. It is not a good practice to ask questions that touch on topics such as gender, religion, ethnicity, etc. In the same light, Hiring Managers should also avoid making comments about a candidates’ previous job, work experience, and educational background.

  1. Sell your organization

Always put a positive spin on your organization. Even if you’ve concluded that the candidate is not a fit within the first 30 seconds of the interview, ensure that you treat the candidate as if you really want him or her on board. The candidate may not be the person you want, but may have friends or colleagues that are. The last thing you want is someone saying how awful their interview went with your organization… and how rude you were as the Hiring Manager.