The 5 Secrets Every Hiring Manager Needs to Know

Posted by Bernie Reifkind on September 15, 2009

 Hiring the best available candidate is critical to the success of your organization. Know the most effective strategies can significantly increase your chances of hiring the best of the best.

1. Every candidate has an expiration date.

  • Candidates must be contacted within 24-48 hours of receiving their resume.
  • If not contacted promptly, candidates lose interest and employers lose credibility.
  • Each candidate has been prepped to receive a phone call from the specific hiring manager. They are expecting your call.
  • If the candidate sounds reasonable, your goal should be to arrange an interview as soon as possible.

2. Approach each candidate as if it iss a buyer’s market: They’re the buyer.

  • If you leave a message and do not hear back, assume (even if incorrect) that they did not
  • receive the message. Call again.
  • It is perfectly OK to call candidates at work. They’ll tell you if they can not speak freely.
  • Be aggressive in your pursuit.

3. The Best and Worst Days to Interview

  • Research shows that the best days to interview are Wednesdays and Thursdays. Fridays are good, if the interview is early morning.
  • The best times to interview are mornings or late mornings (11:00 AM).
  • Research shows that the worst times to interview are Monday mornings and Friday after noons. These times have of the highest probably of cancellations and/or no shows.

4. If a second interview is warranted: Schedule it immediately.

  • Second interviews are an excellent way to validate your initial impressions.
  • Be blunt in asking and inquiring about any part of the candidate’s background that you are not sure of.
  • Pre-close the candidate.  How would you feel if we made you an offer? How do you feel about what we have discussed so far? Which way is the wind blowing? Would you like to come to work here?
  • Find out if there is anything that could prevent the candidate from starting a new job. Is there any other pertinent information that the candidate has yet to disclose (another pending job offer, spouse opposes a job change, expectation of a pay raise, upcoming vacation, etc) that could influence the decision to accept this job?

5. Job Offers: This is not the final stage.

  • Make the best and final offer first.
  • Offer a 48 hour deadline for decision.
  • Carefully consider a candidate counter-offer. It may in fact make better sense to grant the counter offer than to continue interviewing for another candidate.
  • If candidate accepts the offer, make sure that all necessary applications/paperwork/offer letter is handled immediately.
  • Tell the candidate to expect, but not accept a counter offer from his/her boss. This is critical.
  • Keep in constant contact with the candidate.

Leave a Reply

You must be logged in to post a comment.