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Interview Tips for Hiring Managers

Hiring the right candidate can be an extremely daunting process! It is a big responsibility for your company and team. Consider this an opportunity to showcase what a great company you work for and get them excited about it whether they are a fit or not. The candidate has a whole network beyond the conversation and will tell their network about their experience. Undoubtedly, they will be more apt to share a bad experience than a good one, so you’re on the safer side to make a positive lasting impression. The candidate will most likely be a bit nervous, so It’s good to be friendly and make them feel comfortable.

Here are some things to consider before the candidate comes to meet you

Preparation - This is key! Do not walk into the room unprepared. Make sure you have spent at least a minimum of 30 minutes preparing before you walk through the door.

  • Talk with your recruiter to prepare. They know what makes the candidate tick. 
  • Review key selling points on the role and company. 
  • What are the key problems this role will solve? This should not be a fishing exercise to find out if the person might fit.
  • Where is the person fitting into your team? Consider the dynamics of personalities on your team as well as career growth for this new person.

Reviewing the resume - key qualifications to look for and questions to prepare: 

  • Does their summary of experience showcase a comprehensive background?
  • What are their actual skills? If technical skills are needed - do they match?
  • Are there any gaps in employment? If a few months, it is ok. If longer, you may want to inquire. The recruiter may know the answers to these questions. 
  • Is there a career progression in their experience?
  • What do you need to know more about? 

Legal Considerations - What can you NOT ask a candidate? Consult with your HR team to confirm these questions as there may be more to remember.

  • Where are you from? Where they are from does not matter if they can do the job.
  • How old are you?
  • Are you married?
  • What is your religious affiliation?
  • Do you have children?
  • Are you planning on getting pregnant? If the woman is pregnant, do not draw any attention to it. Can she do the job?
  • How is your health?
  • How do you feel about working for a woman/man? 

Salary - The best way to tackle this question in an approachable way is to ask what their salary expectations are NOT what they are -- currently making. There are a few reasons for not asking what they are currently making.

  • Some states do not allow you to ask what a candidate’s current salary is – check with your recruiter or HRBP.
  • The playing field between men and women is becoming more equal. Where there are wage gaps due to pay inequality, this can become a non-issue if you pay fairly. 
  • Once the candidate gives you a range, you can be transparent with them if they are within the range and then share what you know. It becomes a smoother negotiation if you are transparent.
  • The long-term working relationship will gain you a loyal employee if you are transparent.
  • Consider wording it like this:
  • Based on what you know now about the role and the company, what would a range of salary expectations be?

If you need further advice on any of these topics, my door is open to discussion.