Data Driven Management 2 minute read

Improving the recruiting process for hiring managers

By Sheel Gupta

The interview and hiring process takes forever. And not sure if you feel the same but it always seems to take more time and mental energy than expected. Also, depending on the role, you not only need to take your time and energy, but also those of your peers.

Here are a few tips to make this process smoother and less time-consuming.

1- Set basic expectations from the beginning 

Figure out your must-haves, nice-to-haves, and deal-breakers from an experience and education standpoint. Communicate that with the recruiter from the beginning. Seems pretty obvious – but ask your recruiter friends if they are always given that courtesy. Many will tell you that they are only given that after they’ve received a few vetoes. 

2- Take the phone screen seriously

During the phone screen, re3view the same qualifications that the recruiter did. More importantly, see if you vibe with the candidate. If you can’t check that off from the first phone screen, do it again before you begin to use up everyone else’s time. Interviews take up a lot of time. Only bring in people you are excited about.

3- Develop a hiring framework

My coworkers and I use The Ideal Team Player where we look for the qualities of humble, hungry and smart (emotional intelligence). We use questions specifically to reveal those qualities and give the candidate a rating based on those qualities. This keeps everyone speaking the same language and leads to efficient and quality feedback.

4- Skip the debrief meetings 

When you have several candidates and several people interviewing them, getting everyone together when their thoughts are still fresh in their minds isn’t easy. Also, it’s just not needed.

Instead, send them something to fill out after their interview that centers around your framework. 

You can use ours for free-

Generic/customizable feedback template

Ideal team player feedback template (what we use internally)

5- Collect written feedback privately 

I strongly recommend getting private feedback over getting in a room and discussing candidates as a group for a few reasons. People tend to hold back on concerns and red flags if it seems like there is already a consensus to hire that person. Also, in the event that people are interviewing their future manager, it’s really difficult to provide negative feedback especially if that person ends up being hired. In addition, when it is written, it often generates more honest feedback. Collecting written feedback means that everyone’s opinions can be heard rather than just the loudest voices.  

Hope this was helpful!

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