THE OTHER SIDE OF THE INTERVIEW
Drive by Friday
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Drive by Friday –
We spend a lot of time talking about whether candidates are prepared for interviews.
Have they researched the company?
Do they understand the role?
Have they thought about their questions?
Will they arrive on time?
But what about the other side of the table?
How prepared is the Hiring Manager?
Recruitment is a two-way process, and the interview is often the first real opportunity for both sides to decide whether there could be a fit. So, a few questions worth asking.
Have you allocated enough time for the process?
A 20–30 minute interview can disappear very quickly.
A quick introduction, a run-through of the CV, a handful of questions and suddenly the meeting is over. Is that really enough time to understand someone's experience, capability, motivation, personality and potential?
Have you prepared for the conversation?
What do you actually want to learn about this person?
What questions will help you get there?
Are you assessing the skills that genuinely matter for the role, or are you trying to find someone who ticks every box?
And perhaps importantly, have you considered what skills can be taught?
Are you respecting the candidate's time?
Do you start on time?
Have you allowed enough time for the candidate to ask questions?
Are you genuinely engaged in the conversation, or checking your phone or the clock because the next meeting is already waiting?
And what happens after the interview?
Good communication doesn't stop when the candidate walks out the door. Even when the answer is no, candidates deserve to know where they stand. Provide constructive feedback.
Are Hiring Managers expected to be Recruitment Managers too?
For many managers, recruitment is already part of the role.
A Sales Manager may recruit and build their sales team. An Operations Manager may be involved in hiring for their department. A Finance Manager may have responsibility for growing their team. But being responsible for hiring doesn't necessarily mean having all the recruitment skills.
· Do Hiring Managers know how to structure an interview?
· Have they thought about the questions they need to ask?
· Do they know what they should be assessing?
· Have they allocated enough time to properly meet and get to know the candidate?
· Do they understand how to create a positive candidate experience?
Hiring Managers don't need to become recruitment experts. But they do need to understand how to effectively manage the recruitment component of their role and know when additional support or expertise can add value.
This is where recruitment support can make a difference.
I don't just recruit and send a CV across the desk. I provide Hiring Managers with market facts, recruitment insights and practical assistance throughout the process. Sometimes that includes:
· helping to define what they're really looking for
· talking through the interview process and the questions they should be asking
· providing insight into the candidate market, salary expectations, availability etc
· sometimes it’s simply being another set of eyes and ears when they're making a decision
I've even written a Hiring Guide for clients for exactly this reason. Because good recruitment isn't just about finding candidates. It's about knowing how to approach the process.
Hiring Managers don't need to become recruitment experts. But if recruitment is part of their role, they should have the right skills, preparation and support to do it well.
And don’t forget - the candidate is assessing you too.
They're thinking about the role, the manager, the culture, the opportunity and whether they can see themselves working there.
So, before the next interview, perhaps ask yourself:
Have we given this process enough time, preparation and attention to make the conversation count?
Recruitment isn't simply about finding someone who can do the job. It's also about how you make people feel while you're deciding whether they should be part of your business.
Enjoy your weekend - and happy hiring!
Time matters. So does preparation.
Simpli-U - putting the ‘U’ back into the recruitment process.
LET'S KEEP THE CONVERSATION GOING
Follow Simpli-U or visit my blog for more recruitment insights, market observations and conversations about the world of work.
Because the right conversation can lead to the right move.
Blog | Discover insights – Join the conversation — Simpli-U Recruitment Solutions
Lorraine Singer
Director & Consultant – Simpli-U
Recruitment Solutions for the Novated Leasing, Salary Packaging & Automotive sectors
Australia-wide | Solutions all about ‘U’