6 Interview Tips for Hiring Managers: Do's and Don'ts
When it comes to the recruiting process, the pressure to find and hire top talent can seem like a daunting task. Not only is it stressful to gauge a candidate in the allotted interview time, but there are, what seems to be, countless “do’s and don’ts” pertaining to proper interview etiquette.
With a team average of over 10 years’ recruiting experience each, our experts here at GRS combined their advice into 6 tips to consider before you sit down with your company’s next potential hire.
1. DON’T talk money… of any kind
This tip, without a doubt, makes the top of the list. Discussing compensation prior to offering a candidate employment can come across distasteful and inappropriate. The best way to go about ‘talking money’ is to not talk about it at all during the interview process. GRS Team Leader Joe Bertolami said it best: “Don’t talk about compensation during the interview. We’ll take care of that if you want to hire them.” And the same holds true even if you’re not working with a recruiter. Establish that each party wants to work together, and then talk compensation.
2. DO steer clear of small talk (as much as possible)
Small talk - this is where an interview can take a quick turn for the worse if you’re not mindful of certain conversation topics. While it might seem natural to break the ice by discussing current affairs or political matters, it’s best to play it safe and refrain from controversial topics altogether. When in doubt, stick to the planned topics of discussion while keeping the mood light and relaxed to help the interviewee feel at ease.
3. DON’T Make Assumptions Based on Resume Credentials
Although a solid CV is one of the most essential components to landing the job, it’s important to be open-minded to experiences or qualities that may not be listed on the resume. Focusing on the candidate’s soft skills and personality traits are equally important as assessing their area of expertise. How disappointing would it be to onboard and train a new employee just to find out they aren’t a great culture fit? Staying focused and listening intently is the best way to grasp whether or not the candidate would be a worthwhile addition to your team.
4. DO Sell the Opportunity
This one’s huge. As a hiring manager, the most important thing to keep in mind is selling the opportunity. When asked about the most critical things hiring managers should discuss during the interview process, GRS President, Mike Lee and VP, Heather Goldberg both highlighted the importance to “Sell the opportunity, themselves, and the company in order to attract top talent.”
As an HM, you play a vital role in selecting new talent that in turn, adds value to your company. Remember, the candidates you are interviewing are there for a reason: they want to grow their professional career. Now is your time to shine and really sell the position your company is looking to fill.
5. DO Highlight the EVP (Employee Value Proposition)
From a candidate’s perspective, one of the most rewarding feelings about starting a new job is being recognized for the value they add to the company. Oftentimes, employees experience burnout if they feel their work is going unnoticed, which can lead to a higher turnover rate.
When GRS Team Leader, Mark Fazio, was asked his advice for hiring managers during the interview process, he stated, “Reiterate the Employee Value Proposition. I personally chose to work for GRS instead of other companies because of the EVP that was shared with me while I was interviewing. I felt as if I could genuinely learn from my colleagues, bring personal value to the company, and really enjoy myself at work. Although COVID-19 has limited our in-person meetings, I still feel support from my team through our daily Zoom calls and virtual ‘happy hours.’”
As an HM, the ball is in your court to not only discuss job duties and expectations but to really showcase your company’s culture and accentuate the value you could bring to the candidate.
6. DO Make the Candidates Feel Comfortable
Last but certainly not least, helping candidates feel at ease is a surefire way to get the most you can out of the interview. In this case, your demeanor is equally important as the questions being asked. Remember to keep the mood light by smiling, maintaining a positive tone, and making eye contact. After all, first impressions last a lifetime.