The Effective Hiring Manager by Mark Horstman
Author:Mark Horstman [Horstma, Mark]
Language: eng
Format: epub
ISBN: 9781119574347
Publisher: Wiley
Published: 2019-08-16T13:00:00+00:00
Reason Why Not #1: The Right Way
The way to conduct all interviews is one interviewer interviewing one candidate. The reason for this is the primary engine of great interviewers: The result of each interview is a hiring decision. Either the interviewer decides to recommend hiring or not. Your recommendation to the hiring manager is the equivalent of “I would hire this person.” Period.
If you are interviewing a candidate, you are not contributing to someone else’s decision on the hiring. You are deciding yourself to hire or not hire. The burden of this recommendation responsibility is enormous. Good hiring builds organizations; bad hiring destroys organizations.
The vast majority of corporate interviews are ineffective and inefficient, because the interviewer lacks the responsibility to make a decision and the training/knowledge to conduct an effective interview.
Many managers or interviewers would say at this point: “Well, okay, but that’s just not the way it works in my firm. Several of us interview a candidate, and we tell our boss (or whoever the hiring manager is) what we think, and she makes the decision.”
This is a common mistake of hiring manager guidance to other interviewers: not clearly setting the responsibility of a hiring decision with each interviewer. But that doesn’t mean you as an interviewer can’t take the effective approach and interview as if you had to hire this person yourself, in the next hour. Very few managers would say, Well, if that’s my responsibility, I want to [as would happen in a panel interview] cede 50–60–70 percent of the data I’m going to gather to a bunch of other people’s questions . . . especially others whom I’m pretty sure don’t know what they’re doing and won’t feel the same sense of responsibility that I do.
If you have to make the hiring decision—and don’t kid yourself, you do—you ought not be sharing the limited time of an interview with others who don’t care as much as you do.
Any halfway decent interviewer doesn’t want to have to listen to a bunch of dumb questions or allow a candidate to ramble incessantly because someone else on the panel isn’t smart enough to know that the clock is your enemy. And you’re not going to get any better as an interviewer listening to worse questions than you yourself could ask. You might as well play tennis with someone not as good as you in the hopes of improving your game.
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