What questions your hiring managers are failing to ask at interview and how that burns through your bottom line.
How do you encourage hiring managers to interview more effectively? Where do you start? What skills do they need? How will they know what questions to ask? And once they’ve learned the skills, how can you be sure they’ll use them?!
Bringing in external consultants to interview and assess candidates can be highly beneficial for large volume and senior level appointments. It can certainly be expensive and after that external person gives you a recommendation, what next? And what about all the other roles you recruit for?
When we ask managers to use a new system or process, we provide guidance or training. Sadly, as with many people management skills, this tends to get missed for interviewing and hiring candidates. So if you’re considering doing something about this, where can you start? What challenges might you face and how can you overcome them?
Gaining buy in to the time out of a busy workload can be a challenge, so managers will need a good reason to be doing this, seeing both personal and commercial benefits.
Companies we work with have used various combinations of the following to explain the need for change;
We need to be consistent – we don’t have a consistent view on what good looks like, so we risk making decisions that aren’t right for the whole business.
You haven’t had any support and we want to change that. We feel we’re letting you down if we don’t give you the core skills required to interview and select candidates.
We’re losing money, wasting time, making work harder and upsetting the rest of the team. Making a bad hire takes up management time, lowers morale and costs hundreds of thousands. Let’s avoid these pains by making more robust decisions – it will make your life easier.
Prepare for the future. Few other decisions we make as managers can affect the business for five, ten or twenty years. If we’re bringing someone in who might stay a long time, let’s make sure they’re the right person.
Back up what you already know and build your skills for your future. If you’ve been interviewing for 10 years already, you’ve probably got a way you like you do it and habits that work for you. Let’s learn from each other, find out the science behind what works and all become better interviewers, a key skill for future careers.
Once you have a group of people to work with, what will you cover on a skills workshop?
Two key principles are critical with this content. Firstly, make sure it is a facilitated, adult conversation. It’s easy to sound patronising without ever intending to, simply because this content can be assumed to be something we all already know. Ask people what already works for them and what they find challenging.
Secondly, make sure the focus is on more objectively agreeing criteria and more objectively assessing candidates against that. This is the single most important learning point, yet workshops on this topic often end up stuck on debates about whether we should put candidates under pressure or not, how we should avoid too many CVs, what to do when you know in the first two minutes the candidate is no good etc.
Whilst those questions are valid, the focus should be on the criteria for the role.
And that’s what is usually missed before and during interview – which causes bad hiring decisions and burns through your bottom line: A full understanding and assessment of the needs for the role.
Encourage hiring managers to ask questions amongst themselves before advertising a role like:
- Why does this job exist?
- What value will it add to my team / department / business?
- What might be some success measures of the role? How would I know after say 12 months that someone is doing well in this job?
- What skills, knowledge and previous experience would be essential for someone to fulfil all of the above in my team / department / business?
And then the interview questions are written for you. Let’s say for example that answers to the final two questions brought up things like “increase sales by 10%, so I need to see they have a track record in sales – particularly in a saturated market.” So the interview question can be written: “when have you delivered sales increases in a saturated market? What was the context? What did you do? How did you achieve growth through those challenges?” And so on.
Or the questions raise people management needs like “turn around team performance to deliver better results (as measured through KPIs).” The interview question could start along the lines of… “when have you turned around a team’s performance? How did you go about it? What was your understanding of why the team was not performing at their best? How did the team respond to your approach?”
For fear of stating the obvious (but since when is common sense common action as we always hear?!) the simplest way to interview most effectively is to clarify what the role really needs – and ask questions against those criteria.