Interviewing can be a nerve-racking process for the hiring manager. Selecting talent doesn’t start with posting a job opening and end when a candidate is hired. Effectively hiring demands a clear and well-defined process. Selecting talent ends with ensuring the right candidate accepts the offer and joins your team with a positive and engaged outlook. So how do we get the end result? As I mentioned before, we must start with a process.
Items to Consider When Hiring
Congratulations, you successfully posted a job opening and received great response from several excited candidates. Next you need to sort through your resumes and pick out those who you believe meet your specifications. Of course there are the obvious points such as education, credentials, work experience, reasons for leaving past employment, and so forth. It is also important to pay close attention to grammar, punctuation, layout, and the content of the resume. When looking to bring a new member aboard, you want to know the potential new hire will be detail orientated.
Phone Screening Candidates
Once you have your resumes sorted and are ready to begin contacting candidates for interviews you should consider conducting phone screens. Phone interviews are a great way to feel out your candidate and see if they are a good fit before you meet them face-to-face. Maybe a big part of their role will be talking to potential clients, or even current clients. If this is the case you will want to make sure they are articulate and presentable. If they pass the phone screen it is time to set up a face-to-face interview.
Preparing for the Interview
Before your candidate comes in to meet you for the first time, be sure to take the time to prepare for their arrival. Re-read over their resume, have questions prepared, and have a scale so you can fairly rate each candidate. Using a rating scale for each interview is more structured and gives each candidate a level playing field. This prevents an unstructured interview that turns into a conversation and resume walk-through.
Post Interview Integrity Checks
After the candidate successfully completes their interview process, you’ll want to validate a few items. Checking things such as their background, work references, education, and credentials is important before extending an offer to the candidate. In some positions you may even want to conduct a drug test or have the candidate undergo a physical exam.
The final step before offering the position is the assessment. This can include personality tests, IQ tests, work samples, and so forth. This will give you an idea of what you can expect when you and if you bring this candidate onboard. Once you find a candidate that fits your given criteria you can extend the job offer and begin the onboarding process.
Want to learn more about how you can conduct an effective interview? Download the interview template below.