3 Habits of Successful Hiring Managers

Successful hiring managers leave clues as to why they acquire premium talent. Try these three things to improve your hiring results.

Successful hiring managers know that hiring landscape has changed drastically since 2020. Pandemics, social unrest, and political instability create an uncertain job market.  Job changes are commonplace and career switches are to be expected.

It may seem challenging to find the right candidate for your team, but there are a few things you can do. Here are three ways successful hiring managers hire good employees.

1. Engage the hiring process quickly

This isn’t to say you should hire the first person you interview, but when you come across a good candidate, don’t wait. Expedite. Some companies take too much time once they’ve found a potential hire. Good candidates aren’t waiting with bated breath for you to call. Even if you’re their first choice, they have four other pending offers and bills to pay. Don’t assume that they’ll still be available once you’re finally ready to give them an offer.

Speed the process along. With technology today, there’s no reason to delay for a face-to-face meeting. Getting an offer to a candidate early ensures you’ll have the pick of the talent pool crop. Also, using an in-depth assessment can help you weed out non-performers quickly who interview well.

2. Look beyond the résumé

While they are an important part of the hiring process, they can be misleading. A well-written résumé can make a mediocre performer look like a superstar. The flip side to that is an outstanding candidate could look mediocre based on the quality of companies they’ve worked for.

Remember that you are hiring a person, not a list of qualifications. Before you pass on someone, ask yourself why you aren’t willing to give him or her a chance. A lot of times things that mean a lot on paper, hold no weight in person.

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3. Conduct preliminary phone interviews

This is a great way to follow up our previous tip. Résumés are a great way to quickly eliminate some applicants. However, it’s not wise to conduct lengthy face-to-face interviews with every applicant. With a quick phone call and the right questions, you can figure out whether or not this person is right for an in-depth interview.

Within 5-minutes you can tell if the applicant is worth going to the next step. Not only the quality of answers, but the manner in which they answer them will tell you a lot about their capacity to engage in a professional way.