Effective Interviewing

Hiring Managers

Coming from the Automotive Industry as a Hiring Manager into recruitment I thought how hard can this be? 

You just screen CV’s, look for longevity, ability, experience and then ensure when interviewing the shortlisted applicants they’d be a good fit, right?

Boy was I wrong.

Over the last few years of detailing into the art of effective interviewing and working with a variety of clients and candidates, it made me wonder how many good job seekers are dismissed, due to Hiring Managers not being good or effective at interviewing.

Business leaders train our department Managers in every aspect of doing their job, except “Hiring new staff”

You may be leaving the responsibility with a Hiring Manager in your business to make significant decisions on whether to employ, or decline candidates, but how well experienced are they at interviewing?

How many times do companies lose out on an asset for the business, or progress with a ticking time bomb?

This unfortunately swings both ways when deciding to progress with a candidate you feel is the right “Fit”, or someone you feel is not.

When effectively interviewing there is preparation, background work / checks, skill assessments, active listening, building report, gaining trust, and several unscripted moments which often reveal genuine intent or motivation why they are interviewing at your business, and honestly how many hiring managers take the time to be well prepared for an interview?

I refuse to believe a 20-minute sit-down gives any Hiring Manager the ability to decide whether a candidate is right or wrong for their business.

We are known as Recruiters, but clients forget the second part of that word “consultants” that can aid, support or do this groundwork for you.

You don’t just pay us for sending you a glorified looking CV with some positive glam in the intro.

Lastly, I am yet to understand what “Right or Wrong Fit” means.

If you want any advice, feel free contact Pierre!

pierre@musterrecruit.co.nz

09 394 7444