Whether you’re new to recruiting or recruiting on a brand-new team, a steep learning curve sits between you and hiring. To begin making progress, one crucial first step is to hone your interview skills. Conduct stronger interviews, and you can hire stronger candidates – more efficiently and confidently.
1. Learn from more experienced recruiting peers
Rather than diving immediately into sourcing, interviews, and submitting candidates, learn from your recruiting team members. Set up time to gain insight into their sourcing and interviewing techniques. Ask to shadow their interview if you can listen in to the candidate’s response. When you sit in, take notes on how your team member introduces their role, what questions they ask and what types of responses they are looking for. Also, take notes on how they talk about your company. As a new hire, you will want to talk about your company’s mission, values and culture.
2. Schedule a kickoff meeting with your hiring manager
You will want to take the time to understand what your hiring manager expects from the person you submit. To discover and hire the right talent you will need to partner with the hiring manager. Use this meeting to find out which qualifications your hiring manager will look for in candidates. Which skill sets are must-haves, and which are nice-to-haves? Also, make sure to learn what candidates will do in the role, which will help you create the job description.
3. Start a running list of interview questions
As you shadow interviews, link with your hiring manager, and even do some online research, continue to jot down potential interview questions. Start by picking your phone interview questions. Schedule a meeting with your hiring manager to find out what they want you to ask as well.
4. Meet with high performers on your team
To form a more complete picture of which experiences and strengths you should seek out in candidates, schedule one-on-ones with the high performers on the team you’re hiring for. By setting up meetings with a couple or high performing, you’ll find out what they focus on to deliver value. What does their day-to-day look like? How do they learn and get better at their craft? How do they budget their time? With the answers to questions like these, you’ll feel equipped to look for candidates that share their skills and experience.
5. Practice, then ask for feedback
You’ve asked your hiring manager and that team’s high performers to give you some help. Now, time to gather all your insights and put them to use! Time to start interviewing. When you do dive in, ask your teammates to shadow you and ask for feedback. Be sure to ask two or three teammates to weigh in on what they think went well, along with what you can improve.
Great interviewers aren’t born, they’re made. It takes lots of experience, constant research, and collaboration with your current team to effectively fine-tune your skills.
By Artyse Esannason | People Science Talent Advisor