Interview Tips for Hiring Managers

Interviews don’t have to be long or tedious for you or the candidate pool if you know the right questions to ask. Our presented choices are always vetted–your recruiter functions like a matchmaker, not a dating app. We can make sure to ask the nitty gritty stuff like what shifts someone can work or how far they live from the job site, so you only have to interview qualified candidates about the details of the job itself. “Those questions need to be open-ended and probing. Open-ended questions can’t be answered with a “yes” or “no” or a static response. They’re often phrased as a statement and are designed to get your candidates talking as much as possible,” writes Undercover Recruiter. Questions that are too specific don’t give your candidate the opportunity to really share their personality, beliefs, and goals with you.

Here are some questions you might consider asking in a fifteen to thirty minute interview:

• What motivates you?
• What does success mean to you?
• What are some things outside of work you are passionate about?
• What is the best piece of advice you have ever received?

The answers to these kinds of questions often illuminate some small detail in each candidate that helps you assess their fitness for the job. At the end of the interview, you might also consider asking, “Do you have any questions for me?” Offering candidates the opportunity to ask about any facet of the job they can think of may also help you navigate the best addition to your team. They may want to know the reporting structure, the pay scale, or the possibility for advancement, for example; or they may be interested in the company culture, the perks, and benefits. It’s important to remember that an interview is also a good resource for the applicant, and having the answers to common questions handy helps you put your best foot forward in a working relationship.

When it’s time to end the interview, your answers and attitude should leave candidates with a great impression. They should be energized about the possibility of working for your company, working with you, and working towards your shared goals. “The way you end the interview will dictate the rest of the hiring process,” writes David Garcia. You can ease any nerves or tension by outlining the next steps you plan to take, including an estimated timetable. And it’s okay to build in time to interview all of your candidates before you decide who should move forward! Let your applicants know what the reasonable expectations are, whether that’s 2 weeks or 2 months, and they will leave your meeting feeling confident and looking forward to the future.

Our last tip for hiring managers is one we've learned the hard way: you have to respond to your candidates in a timely fashion according to the expectations you set before you interview. It sounds simple, but we know how tough it can be to stay on top of your inbox, your KPIs, and your projected goals as well as the expansion of your team. That's how we can help. Set reminders to respond to every candidate, whether they are moving forward in the process or not. A quick, polite rejection gives your applicants the dignity of an answer and the ability to move on in their job search while you move forward with your selected candidate, and won’t burn bridges in either direction. After all, you may find yourself looking back on their resume for future opportunities, and they’ll remember being treated with respect.

Interviews are all about finding the right connection, but that’s tough to do when you’re short on time. With the help of the resources available at Openwork, we use these tips and suggestions to make the most of your next hire.