Whether you are an HR professional whose main job function is to acquire new talent, or you’re someone who was thrown into the role of finding and hiring new recruits, it’s easy to become a hiring manager stereotype.
In a changing hiring landscape, this could mean that you’re not connecting with the best candidates, or worse — that your hiring decisions are not what’s best for business. If you feel like you’re in a recruiting rut, online performance-based recruiting solutions can definitely help, but what you do in the interview room is still up to you.
See if any of these hiring manager types describe you, and if so, it could be time to give your strategy a makeover.
The Number Cruncher
Are you obsessed with cost-per-hire statistics, maintaining a recruiting budget, and industry salary trends? If so, you expect your candidates to come in with some hard numbers regarding their past work experience.
Potential pitfall: While it’s great to see some evidence that job seeker performed well in their other roles, don’t forget about non-numerical attributes like personality, passion, and soft skills.
The “I Just Got This Job 10 Minutes Ago” Manager
It happens, especially at smaller companies, that one day you’re writing company press releases, and the next day you’re tasked with recruiting and hiring. The extra responsibility means they really trust you (or just can’t afford to hire someone who actually has a degree in HR), but either way, the job is yours, so you should try to own it. Learn as much as you can about the needs of the company as well as what resources can help simplify the hiring process for you.
Potential pitfall: You don’t want to hire just anyone to fill sits; you want to bring in performers who will shine (and make you shine, too!). Don’t be afraid to seek advice, assistance, and guidance from your higher ups.
The Laid Back Interviewer
You want to make your prospective candidates feel comfortable and get them talking, so you dress casual, act cool, and hopefully you get them to open up. The last thing you want to do is scare away young talent because you come across as too “corporate.”
Potential pitfall: It’s great to show some humanity in the interview room, but don’t do that at the expense of finding the right fit for the specific position you’re aiming to fill. Be sure you still hit on all of the important questions, and that you don’t come across as too laid back to the point of not caring.
“Tell me what you did during the two week gap between jobs in 2013.” “I noticed on your social media pages that you describe yourself as ‘fun loving.’ What do you mean by that?” If you like to cover all your bases and ask every question you can to weed out the good from the bad job candidates, that can be effective, as long as you don’t come across as a tyrant with whom no one in their right mind would want to work.
Potential pitfall: Be especially careful about asking questions that cross the line ethically or legally. Discussions about personal life choices and political affiliations will get you in hot water.
Whichever style of hiring manager you lean toward is fine. Just don’t be afraid to mix things up, keep learning as you go, and use resources to help identify the best matches for your company.
Let CareerCo help you become better at hiring: Find out more about our performance-based, on-demand recruitment tools…