Top 10 Interview Tips for Hiring Managers

— 17 July 2018

Datacenter Interview

 

“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.” – Red Adair

 

Hiring the right person for your business is a challenging process, and the cost of getting it wrong is significant. A bad hire can set your business back instead of driving it forward, affecting company moral, delaying projects, and causing financial headaches.

To help Hiring Managers get it right, first time, we have put together 10 top tips for hiring new employees:

 

  1. Define the Job Description.

This is the first opportunity to get the candidate excited about the role, and ensure that everyone is on the same page regarding the needs of the business. Detail is key, but keep it interesting too. How will this role contribute to the business and drive change? More often than not, we are sourcing talent from outside of the Datacenter industry and/or the region, with transferable skills. Are you prepared to cover relocation costs for the right person?

 

  1. Think About Company Culture and Fit.

What sort of a person will thrive within your company and complement the team? An organization’s culture consists of company values, and the personal values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. The wrong people can cause moral to plummet, make good employees leave, cause project failures, etc.

 

  1. Utilise your Networks.

The Datacenter industry is small and recommendations from colleagues can give you insights that can’t be obtained from CV’s, or even extensive interviews. But don’t forget, you can enjoy great soccer game with your mates, but you won’t win the Champions League! Make sure you pick a winning team.

 

  1. Headhunting Firms.

If you are instructing a Headhunter/Talent Acquisition firm, you will need to select an expert in your field with the knowledge and experience to locate and captivate the interest of passive candidates. The right person for your business may not be looking for a move, and might need nurturing through the process.

Think about what information you need in order to select the right candidate for your business, and tailor your interview questions and process to fit your requirements.

Your Talent Acquisition firm can help you with this.

 

  1. Consult with Colleagues.

It is important to ensure everyone is onboard with a new hire and united on the job specification. However, too many people involved in the process can cause delays. Make sure you have realistic expectations.

 

  1. Make a Good First Impression.

From the moment you make contact with a candidate, you are representing your brand and selling your company. Be professional, but amiable, clear and informative. Make sure you are fully prepared for the interview, familiar with their work history and any other information they have forwarded on. Be on time. The interview process is a two-way street.

 

  1. Sell the Opportunity.

What makes this job/company exciting? Why should this candidate leave their current role to work for you? What can you offer the candidate (salary, benefits, culture, progression)? To get the interest of quality candidates, there needs to be an attractive package on offer, or you will lose them to the competition. If you are interviewing candidates found by a headhunter, don’t ask “So why do you want to join us?”, or “Why are you looking to leave your current company?” The likelihood is that they were not ‘looking’, they were headhunted.

 

  1. Take Notes.

This seems like an obvious tip, but you will need to review these notes when shortlisting and eventually making an offer. Include a photo to remind you who they are.

 

  1. Act Quickly.

Don’t start the process until all your ducks are in a row and you’re ready to hire.

Good candidates will get snapped up fast, and making them jump through unnecessary hoops will put them off. Streamline the hiring process to save your time and theirs.

Some of our clients hold ‘interview evenings’ so that candidates don’t have to take time off work. It means that all hiring managers are available, eliminating the need for multiple interview phases as it’s all done in one evening.

Give prompt feedback. The candidate experience counts!

 

There are a lot more things to consider when making a new hire, depending on your type of business, structure and requirements, but hopefully these 10 tips will get you off to a good start.

For help with Global Datacenter Talent Acquisition, contact Datacenter People:

+44(0)8448 005 553

info@datecenterpeople.org

www.datacenterpeople.org