One of the responsibilities a member of management is tasked with is the hiring of new employees. For many, the chance to play a role in hiring new employees is an opportunity to show their commitment and value to the organization. The same can be said for job candidates, and it’s up to you to decide who gets the same opportunity. If you’ve been given the task then you’ve already displayed competence to your company, but if you’re still wary of the process, here are a few things to avoid.
Failing to Prepare
Imagine you are given an important project at work, along with a deadline for completion. Do you wait the night before to work on it? I’m not saying that procrastination doesn’t always work out for the better, but when hiring the next member of your team, it’s not a good idea. The person you hire is representative of your decision-making abilities, so take planning for the interview seriously. Failing to prepare also means failing to prepare your interviewee. How can they meet or exceed expectations if you give them none to begin with? Make sure you are up front with the candidate about what’s expected prior to their interview date.
Neglecting to Listen and Observe
Given the implications of technology today, it’s accurate to say that our attention spans have collectively shortened. You run the risk of losing your candidate’s attention, and possibly even their interest, if you dominate the conversation. This does not warrant a completely passive behavior during the interview but is instead intended to shift your attention towards listening and evaluating your candidates. Take note of body language, keeping an eye out for restless hands or constant breaks in eye contact. After asking a question, focus on how questions are answered and not solely the answer itself for a clearer image of your candidate’s confidence and sincerity.
It goes without saying, hiring a new employee for the first time can be daunting. The good news is that you don’t have to search for the “perfect candidate,” as we can assure you they don’t exist. However, there are an abundance of intelligent, determined individuals eager to learn and share their gifts with promising organization. Instead of judging your candidate solely on their skills, evaluate their potential to solve one or two problems in your operation. An impressive education is not always indicative of a person’s ability to grow into the role they’re given, and you could run the risk of hiring someone who sacrifices teamwork for the need to be right. There’s no denying the power of a “gut feeling,” and if something doesn’t add up once you put a face and voice to the resume in your hand, it’s probably best to go another route. Thank the interviewee, and learn from the interaction so that you can better evaluate the next candidate.