Are you a hiring manager planning to fill those empty spaces in the company by hiring the right people? I think yes.
Though it may sound disappointing, let me tell you one thing: it isn’t easy to pick some people out of the blue…
The only way to understand which people to hire is by interviewing them.
So, what is the interview do’s and don’ts for hiring managers?
Shortly explained, remember to dress properly, speak in a soft tone, and act focused, but the list doesn’t just end here.
It keeps going on and on…
But Hey!
Don’t feel worried
I will be guiding you through all the pitfalls and pratfalls of hiring.
So, without any further delay, let’s get things kicking.
Interview Do And Don’ts For Hiring Managers
Simply put, be prepared, create a comfortable environment, and always ask open-ended questions during the interview.
As for DON’TS, avoid doing the opposite of the Dos, and you should be fine.
But…
There is a lot more…
If you are wondering about a list, a proper guide…
You Got It!
Here are 7 dos and don’ts you should remember when interviewing.
7 DO’S And Don’ts For Hiring Managers
DO’s
- DO: Come Prepared
Before the interview, make sure you’ve thoroughly read the candidate’s resume and cover letter. Have a list of questions ready to help you better understand their skills and experience.
Last but not least, you should also remember the candidate’s name. And yes, this is the most important point.
Nothing reflects your “I don’t care behavior” more than calling someone the wrong name.
- DO: Create A Comfortable Environment
We have all passed through job interviews at some stage of life, and God! They can be nerve-wracking…
Always try to do what you can to put the candidate at ease.
Offer them a glass of water, make some small talk, and try to create a friendly atmosphere.
Just don’t get too comfortable and start serving them lunch. That could get weird.
- DO: Ask Open-Ended Questions
A universal hiring tip.
Don’t ask questions that can be answered with a simple “yes” or “no.”
You might be thinking, why?
Well, let me explain.
If you ask open-ended questions, this allows the candidate to explain himself.
Moreover, this also gives you a clear understanding of how they approach their work and whether or not they’ll be a good fit for your team.
However, a formal Yes or No won’t help build this understanding.
It will just increase the pile of confusion in your head.
- DO: Take Notes
During the interview, jot down notes about the candidate’s responses.
This helps you remember important details later, showing the candidate you’re taking their interview seriously.
Plus, this also eliminates the need to remember the whole biography of the client.
When you need his data, open the book and get things started.
- DO: Dress Properly
Many interviewers forget the proper dress code, which ruins the company’s image.
If you are going to interview someone as a hiring manager, it is recommended to wear black or blue color.
Don’t try any different combinations like a red shirt in a black coat or brown jeans with a T-Shirt.
Always remember;
You’re interviewing someone, not attending a party. :p
- DO: Ask Behavioural Interview Questions
Use behavioral interview questions to understand how the candidate handles specific situations.
But that doesn’t mean you jump onto the applicant by asking too many questions at once.
Act understanding and sympathetic to their problems (if any).
This can give you a better understanding of their problem-solving skills, work ethic, and how they handle stress.
- DO: Provide Feedback
After you’re done interviewing and have found the dream employee, provide feedback to all the candidates who gave their interviews.
This can help them understand what they did well and where they need to improve, even if they didn’t get the job.
It also shows that you value their time and effort.
DON’TS:
- Don’t: Be Late
If you’re running late for the interview, it sends a message that you don’t value the candidate’s time.
And let’s be honest; if there’s one thing people hate more than anything, it’s waiting around for someone late. Don’t be that person.
- Don’t: Ask Inappropriate Questions
Interview topics are off-limits, such as a candidate’s age, religion, or marital status.
Stick to questions relevant to the job, and it won’t get you stamped with a discrimination lawsuit.
- Don’t: Be Distracted
During the interview, give the candidate your full attention.
Want to know the worst thing you can do to your candidate?
Start checking your phone, slide your chair, and start typing on the mechanical keyboard or staring out the window.
It’s disrespectful and conveys that you’re uninterested in what they say.
Unless you’re a professional window-watcher, I recommend you keep focused and hear your candidate’s words.
- Don’t: Rush The Process
Don’t rush through the interview to check it off your to-do list.
Hiring the wrong person can be costly, so take your time and make sure you’re making the right decision.
Remember, you’re looking for a long-term investment, not a short one.
- Don’t: Talk Too Much
“The most important thing in communication is hearing what isn’t said.”
– Peter Drucker.
When interviewing, try to let the other side speak about who they are, their belongings, and what makes them suit this role best.
This generates room for understanding each other’s goals.
Don’t dominate the conversation by talking too much about yourself or the company.
Let the other person be in the spotlight and show you what they’ve got.
- Don’t: Make Fake Promises
Make promises you can keep.
If you’re not sure about the timeline for the hiring process or the specific details of the job, don’t overcommit.
This can lead to disappointment and frustration for both you and the candidate.
Be honest and transparent throughout the process.
Some people might find it hard to leave the extra bragging but trust me.
Being honest makes things a lot easier for both sides.
- Don’t: Be Rude
Always act politely and decently.
Take the time to ask thoughtful questions and give the candidate a chance to elaborate on their experience.
Your education should be displayed through your way of talking.
Be patient and let the applicant finish explaining his points.
This can help you make a more informed decision, and who knows, your behavior might inspire the soon-to-be manager and work even harder.
Final Words
In conclusion, it can be beneficial to understand the dos and don’ts while hiring someone.
It won’t cost you anything to keep these tiny points in mind.
However, if you decide to go in the opposite direction and make a mistake, hiring the wrong person would probably cost a lot.
Frequently Asked Questions
Are there any types of interview questions that hiring managers should avoid?
Hiring managers should avoid asking inappropriate or discriminatory questions about the candidate’s race, religion, gender, age, or disability.
Questions about personal matters, such as a candidate’s marital status or family plans, should also be avoided.
Additionally, leading questions or questions that are too general or vague should also be avoided.
What should hire managers do if unsure whether a candidate is a good fit for the job?
If a hiring manager is unsure whether a candidate is a good fit for the job, they should ask follow-up questions to clarify any uncertainties.
However, if nothing works, try interviewing another person. There must be someone who meets the company’s requirements.
Why is it important for hiring managers to ask open-ended questions during interviews?
Asking open-ended questions allows candidates to provide detailed responses, which can help to hire managers better understand the candidate’s experience, skills, and fit for the job.
