by Jas Singh
“Time is more valuable than money. You can get more money, but you cannot get more time.” (Jim Rohn)
As mentioned in my previous post, “over interviewing” is an increasing problem and companies are wasting record numbers of hours interviewing candidates – often with no end result.
An efficient recruitment process is the sign of a well organised and decisive manager – and will result in increased interest from candidates. The following steps can help hiring managers ensure their time is used most efficiently:
1) Stick to a deadline.
All key company performance measures have targets – whether these are sales targets, quarterly results or product deadlines. Hiring is arguably more important than anything else – having a pre-set deadline and ensuring managers stick to the deadlines will result in better results.
2) Involve all decision makers from the start.
Often, a senior level decision maker is expected to hold the final interview. Usually this is the first time they have ever met the candidate and it can be difficult to make a confident decision quickly. Involving all decision makers from the start (even if it is through email) prevents time being wasted and also gives as much information as possible on the candidates performance during the interview process.
3) Don’t be afraid to eliminate candidates quickly if they are not suitable.
Hiring managers often feel obliged to spend a certain amount of time with candidates that have attended interviews (Typically our research has shown average first interviews last around 1 hour 15 minutes). Candidates are just as busy – they will appreciate it if you are honest with them quickly. If a candidate is unsuitable, don’t be afraid to end the interview quickly – they are also more likely to be interested for suitable opportunities in the future.
4) Have your questions ready beforehand.
The aim of the interview is to try and uncover as much information on the candidate as possible. It sounds pretty obvious that having questions ready beforehand will allow the hiring manager to focus on the areas that are most important. It also relays more professionalism to the candidate. There’s nothing worse than making up questions on the spot – which happens regularly.
5) Ask more competency based questions (problem solving questions).
Most interviewers focus on experience. What did you do here? Why did you leave there? How did you do that? However this does not actually tell us how the candidate is able to solve a real life problem in the here-and-now. Hence we can often be unsure of them. Asking competency questions around specific problems is a better indicator of ability. For example, it is better to ask a marketing candidate about how they would go about improving the companies brand than purely focus on how they have improved brand at past companies.
6) Deal directly with the candidate.
Where possible, hiring managers should deal directly with the candidate. Personal assitants and recruiters are very useful and should be kept fully informed; however dealing directly with the candidate has several benefits. Interviews can be confirmed more quickly, feedback is given more efficiently and also any reservations on either side can be discussed before it is too late.
7) Have dedicated interview days.
Interviewing requires considerable effort and skill. Hiring managers have busy schedules and making time for interviews can be difficult. Rather than re-visiting every day and taking much longer, where possible interviews should be scheduled together. Top hiring mangers even schedule all interviews on one specific day. This way, they can focus exclusively on gaining the most from each interviewing session. Also each round of interviewing is completed much quicker.
Efficient people make decisions quickly. How long does it take you to hire someone?
Be a great leader. Increase Your Hiring Power.