During the hiring process, the interview process itself can be fraught with danger. While one of the common mistakes still is allowing human resources to be the primary pre-screener of candidates, another large mistake is not having the hiring manager prepare the candidate before the interview. The hiring manager needs to be involved in more than just culling out resumes; the hiring manager is the one that needs to be at the forefront of the interview from beginning to end.
Like a good date, preparation is key for a fluid conversation at the interview. Not preparing the candidate throws him or her into a blind date situation, leaving the candidate fumbling for answers. By offering the opportunity for the candidate to speak to the hiring manager before the interview, the candidate gets an idea of what to expect. And like the Google search most people perform before a date, an information packet sent to the candidate when the interview is scheduled also aids preparation.
But unlike dating, the candidate is most likely employed. Preparation in the hiring process and for the interview also means providing the candidate with compelling reasons to break up with his or her current employer and commit to your company. Your company is also competing with other companies for the candidate’s attention, and while you are maybe not offering candy and flowers, you do need the candidate to see the company as an attractive proposition. Sometimes, only the hiring manager has the information that can sway the candidate. This could include:
- The company’s project management methods
- Challenges specific to the hiring manager’s team
- Who the competition really is
- Which vendors are preferred by the company
- The interaction and collaboration between different departments
- Which industry issues matter to the company
But if the candidate is not able to come in for an interview, all the preparation is for naught. Another common mistake in the interview process is to only schedule interviews during business hours – which is when the most attractive candidates are working. Most will not want to risk taking time off for a first interview. Additionally, other candidates may not be able to come in for a face-to-face interview because of geographical constraints.
One way to overcome this is to schedule first-round interviews after hours or through videoconferencing. This opens up the pool of candidates to those currently employed or highly mobile. First interviews usually are just a way to see if the candidate is a good match, much like a coffee date. Should the candidate be invited for another interview – the dinner date – the candidate will feel more confident taking time away from his or her current job to meet during business hours.
Finally, as with dating, when the candidate does come in for the interview, the hiring manager and HR manager need to be relaxed yet have structure for the interview. As with any good conversation, conversation needs to flow smoothly, and questions need to engage the candidate. The goal is to allow each party in the interview to share information, so the hiring manager and HR manager need to ensure they are not the ones doing all the talking. The candidate also will need a tour of the office to get a feel for the environment, which will also help the company gauge whether the candidate is a good cultural fit.
The interview is one of the most critical components of the hiring process. By keeping it as a dialogue and employing modifications, companies can attract and hire candidates with the right qualifications and attitude for their teams.
