Streamlining the Hiring Process for Success

Beth Cliff

Beth Cliff

By Beth Cliff, High Tech Engineering Recruitment Manager

 

Fourth quarter hiring is in full swing, and candidates are actively and selectively interviewing. On average, the hiring process from the time a resume is submitted to offer and acceptance is 7-10 days, and the majority of candidates we are placing, roughly 85%, are currently in full-time roles while looking for their next opportunity. One key to successfully hiring the most qualified candidate for your organization is having a streamlined hiring process. Be sure that everyone who will be involved in the hiring and decision making is available and committed to the process.

Because the majority of candidates are currently employed, we’ve found that it is best to keep the interviews as concise and thorough as possible. Typically a preliminary phone screen, followed by an on-site meeting where the candidate will spend anywhere from two to four hours seem to be the most successful. Depending on your company style, the on-site interview can be a series of one-on-one meetings or a group interview. Either way, be sure everyone the candidate needs to meet is available.

Ask yourself “why are we hiring this person, and what qualifications are necessary for the role?” Seems simple enough, however, the more organized the whole team is, the better impression you’ll make on the candidate, and the better hire you’ll make. First off, meet with those members who will be part of the interview team. Determine what this person will be doing on a daily/weekly basis, and structure your questions around the job responsibilities, as well as, the company environment. Be sure that the interviewers can take time out of their usual schedules to participate in the interview.

It is important to ask a mix of technical and soft-skill questions. Decide what questions each interviewer will ask to be sure that questions aren’t duplicated. Have each interviewer take notes during the interview, in order to give accurate feedback to the team. Asking the same questions of every candidate will also help in comparing candidates to each other. Some important issues to consider are “how will this person fit in with our current culture/dynamic?” “Are we looking to add diversity of talents to the current team?” “Will this person be managing others?” “Will this person be travelling or in front of clients?” Then gear your interview questions appropriately. Focus should also be given as to why this candidate wants this job, and why they want to work for your company. There are a myriad of questions that can be asked in an interview. One of the best ways to determine what questions to ask, is will the answer help me make a decision for or against hiring this person.

Remember that the candidates are evaluating you and the company as well. Be honest in your representation of your company and the responsibilities of the position. Be prepared to answer the candidate’s questions as well, including information on benefits. If need be, include someone from Human Resources on the interview team. As soon as possible after the interview, have a meeting to discuss the feedback from each team member. If it is decided that the candidate is a good all around fit for your needs, don’t wait! Keep the momentum going by putting together an offer letter and getting references checked. Know that if you think someone is a good hire, another hiring Manager is thinking the same thing.

 

More employer resources and articles are available on the Redfish Technology site.

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