Hiring managers are often challenged with trying to keep too many balls in the air that it can be overwhelming to conduct a thorough interview process when they need to fill an urgent hiring need. It can be tempting to hire quickly just to get the position filled in the hopes that the candidate will work out. A good interview process, however, takes time and when the process is compromised, employers are often left with a lot more work on the other end. The US Department of Labor estimates that the average cost of a bad hiring decision can equal 30% of the first year’s potential earnings.
Before making a decision on a candidate, hiring managers should always ask themselves the following questions:
- Do I know what the candidate’s salary expectations are and when they are looking to start new employment? Although these questions can seem a bit premature at the beginning of the interview process, it doesn’t make sense to spend time with a candidate whose expectations are not in line with yours.
- How much time have I spent with the candidate during the interview process? If you’re focused on your interviewing time, you’ve likely not spent enough time assessing if they are a good fit for a position.
- Have I asked the right questions based on the specific skills required for the position? Interview questions should be based on the competencies for the position. If you don’t know what the competencies are, then you may not be asking the right questions. Take the time during the interview process to put together a comprehensive job description with competencies.
- Do I think this candidate will fit in well with the rest of the team? Introducing the candidate to other team members will give you a better pictures of their potential interaction. Additionally, ask questions that allow you to gauge if they are a team player.
- Have I asked any behavioral based questions? Finding out how a candidate has handled themselves in past situations is the best way to predict how they will handle themselves when a similar situation arises in the future.
- Did I assess technical skills? It is a mistake for hiring managers to assume that a candidate is proficient with a certain software or application just because they have it listed on their resume. If technical skills are a requirement for the job they should be assessed during the interview process, not after a candidate is hired.
- Who else has the candidate met with? Hiring managers should always involve other team members in the interview process. This may include peers, other departments with which they’ll interact or members of the executive or management team.
Recruiting should not be a time to cut corners. Conducting a thorough interview process is the single most important step employers can take in trying to make the best possible hiring decisions.
Written by Kendra Bissonette, Insight HR Business Partner/Recruiting Specialist. Kendra is a seasoned recruiter with many years experience sourcing for a variety of positions within professional services.