An application process can be stressful for applicants, but managers who make hiring decisions have their share of stress as well.

These managers are probably short-staffed if they’re going through a busy period or recently lost a team member, and if they have other managerial duties, screening applicants and interviewing adds even more to a busy schedule. Moreover, conducting interviews can be just as stressful for the hiring manager as it is for the applicant, particularly if the manager is fairly new to their position.

Below are five tips provided from experience hiring managers that all hiring managers should know and consider.

1) Truly Understand Each Open Position You’re Trying to Fill

Technical skillset is extremely critical when it comes to evaluating applicants, but skills can frequently be taught on the job. What can’t be taught on-the-job are soft skills like critical thinking ability, as well as fit for both the job and the department.

Thoroughly research each position and talk to those in your company who would know the most about it. Then, write a strong job description that attracts high-quality resumes. Write out the traits of your ideal applicant, including experience, technical ability and soft skills.

Clearly defining each open position will also help when it comes to drafting focused interview questions.

2) Get Comfortable with Silence in an Interview

In any conversation, it’s natural to want to fill in awkward silences, but in an interview, one of the best techniques to get really good information is to resist the impulse to talk during an awkward silence. Often, your interviewee will be thinking of something to talk about to fill the silence, and that’s usually when they drop their guard to say something that wasn’t pre-planned.

3) Ask Candidates Upfront How They Would Contribute to the Company

Those who have put in the work will love the chance to show off all their research on the company, the job and the industry. Those who haven’t put in the work will stumble and say something generic. This question can let you know upfront, how much a candidate is dedicated to the application process.

4) Ask Targeted Behavioral Questions

Behavioral interview questions lay out job-related situations and ask applicants how they would react; with the idea that responses can predict future behavior if the person were to be hired.

After you have figured out what qualifications are required for the job, develop a structured interview with behavioral questions targeting those qualifications. Avoid questions regarding hypothetical scenarios. Instead, lay out specific situations from the past that involve working in the open position.

5) Be Decisive in Making Your Offers

As soon as you’ve picked a candidate you want to hire and their references check out, extend the offer without delay. You don’t want to lose them to a competitor.

Be prepared to negotiate. Determine how much you’re willing to offer, when to step away and any non-monetary benefits you are capable of offering.

Let Us Supplement Your Hiring Process

At Jarvi group, we specialize in connecting our clients to best-fit candidates for their open positions. If your company is looking to offload some of the more rigorous parts of the hiring process, contact our recruiting experts today to get started.

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Grand Rapids, MI 49504


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