Potential hires are always on their best behavior in interviews. The hiring company needs to do the same, and hiring managers, being the first point of contact, have the most responsibility for a good impression.
A business that intends to hire the best talent has to show candidates why they should consider working here. That's where the ability of a hiring manager to engage the potential hire and upsell the company as a workplace comes in handy.
Below, 12 members of Forbes Human Resources Council offer actionable advice on how hiring managers can engage potential employees during their interview and how to make them feel more at ease.
Members share some important things every manager should do when they're hiring.
Photos courtesy of the individual members.1. Provide A Personalized Experience
Today’s candidates should be treated like customers. Hiring managers must keep them informed throughout the hiring process and leverage technology to improve the candidate journey. If an applicant isn’t suitable for one role, they may be suitable for another in the future, so relationship building is key. - Kim Pope, WilsonHCG
2. Remember You Represent Your Organization
As a hiring manager you are the face of the organization. How you dress, speak and act on your social media, in your organization and outside shows your level of professionalism. You need to be aware that you should be speaking to the values of the organization when you representing your organization. If you work in the health field and you are seen with a cigarette, that would not be aligned. - Tasniem Titus, Dentsply Sirona
3. Give Them Your Undivided Attention
Turn away from the laptop, put down the phone and close your door. When a candidate comes in for a job interview, they are nervous, no matter how good they are. Your focused attention is the first step toward giving them a reason to trust you as a future employer. - Joyce Maroney, Kronos Incorporated
4. Stay Energetic
Remember that everything you say and do during the process sends a message. Don't treat it like drudgery. How upbeat you are during the interview, your overall attitude and how you dress for the interview are all part of their experience. You are representing your organization so try to maintain a high energy level at all phases of the process that meets or exceeds that of the candidate. - Regina W. Romeo, CPS HR Consulting
5. Do Your Homework Before The Interview
Just as organizations expect candidates to research the company to which they're applying, hiring managers should do their due diligence by spending time reviewing the candidate's brand (e.g., resume, social media and professional websites) to get a sense of who the candidate is. This avoids wasting everyone's time by having candidates answer questions that their brand already answered for them. - Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions
6. Answer Questions Thoughtfully
We all know that candidates are interviewing us as much as we are interviewing them. In a candidate-driven market, this is all the more critical. Hiring managers should ensure they allocate time to accommodate the candidate's questions and then be thoughtful about answering them. It's always good to offer examples of their own experiences at the company to help the candidate best understand the culture. - Aimée Meher-Homji, Sodexo
7. Be On Their Side
Enter the interview with candidate success as the key priority. Hiring managers that create a positive and welcoming environment can give candidates more meaningful opportunities to do well throughout the interview, ultimately getting to a great hire more quickly. Show up prepared, supportive and present for your candidate, and treat it as you would treat any meeting with a current colleague. - Bianca McCann, SAP SuccessFactors
8. Don’t Ask Why They Want To Switch Jobs
Hiring managers have to switch gears completely and become sales experts. The basics: be on time, be prepared (i.e., read the resume!) but also, don't ask, "Why do you want to leave your current job?" Instead, ask "What new challenges are you seeking?" and "How do you see yourself growing with us?" Take the time to sell the candidate on your organization's amazing culture, opportunities and team. - Dr. Kelly Lum, Luminous Business Solutions
9. Respect Their Time And Their Presence
When you are interviewing a candidate, please remember that this is a first step toward a partnership. You are representing the organizational culture, practices and persona by your behavior and the questions you ask. Don't be late and if you are a bit late, apologize for doing so. Don't be checking your phone or laptop, or looking around when the candidate is talking. Speak to them with respect. - Srikant Chellappa, Engagedly
10. Welcome The Job Seeker As A Guest
Going through interviews is uncomfortable. As a job seeker, despite all you've done to prepare, you're in a new place trying to impress people you probably have never met. Hiring managers should help candidates feel welcome and comfortable enough to shine. If they're comfortable, they'll not only be able to better share their strengths, but will also leave with a better impression of your company. - Lindsay Putzer, Curology
11. Follow Up With All Applicants
It's so important for hiring managers to follow up with applicants. Even if you haven't made a decision, keep in touch with applicants and let them know where you are in the process. This will assure them that they are still being considered for the position, or if they are not, it doesn't leave them in limbo. - Michele Markey, SkillPath
12. Be Empathetic
As a hiring manager, remember to respect that this candidate has likely had to take time off work to meet with you. Perhaps they're jeopardizing their current role to be there, they've likely spent time preparing and are probably nervous (regardless of their career level). Be empathetic, treat them with respect and set realistic expectations in terms of next steps. - Jamie Hoobanoff, The Leadership Agency
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December 13, 2019 at 08:15PM
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12 Key Actions Managers Should Perform During The Hiring Process - Forbes
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