Interviewing expertise

“You are probably the best in your field. You studied you craft. You perfected your approach. And now you can honestly say you’re ahead of most people in your line of work.

Congratulations!

Now go hire someone just like you were 5 or 10 years ago. But you won’t get any pointers on how to do it. You won’t need it. Just find someone just like you. Good luck!”

Have you had that conversation with someone during your career? I have heard it time and time again during my career. I can’t imagine telling someone on my team to take on a major project for the company without supplying them with the right tools and knowledge to do it well. That’s what happens every time you go to recruit someone to join your team when you haven’t the slightest clue how to get that done.

The average cost to hire someone onto your team looks something like this calculation:

Vacancy Cost = Base salary + (Base salary * 20% for recruiting fee) + (Base salary of colleagues * 25%)

You think I’m exaggerating? Think about it, the longer a position is open on your team the longer you and the rest of your team have to pick up the slack plus try to be effective in the job they were originally hired to perform. When you factor in the your time – at your expert-level salary – I think I’ve underestimated the costs to have a position sit open on your team. Not to mention, most recruiting firms will charge you 30% placement fees to fill an opening.

What other expenditure of this size does the company assign novices to complete? My guess is NONE. [tweetthis]You could be costing your company $$$! Boost your #interviewing skills![/tweetthis]

imageYou deserve to be better educated on this process. Here are some tips for you:

  1. Do your research – A top candidate will do research about your company. You can do the same thing with candidates. Research LinkedIn, Facebook and Twitter before scheduling an interview.
  2. Prepare ahead of time – Review the candidate’s resume, online profiles, and other materials the candidate may have sent to you in advance of the interview. Think about what questions you want to ask and write them down.
  3. Create an interview team – You shouldn’t make this decision alone. Getting input from others is helpful when selecting a new team member. The interview team members will have a different perspective than you do on the skills and attitude needed for someone to do the job well and fit in on the team.
  4. Be honest – Give the best impression to the candidates by telling them about your company, what does it stand for, and what kind of culture you have at your company.
  5. Take notes – I can’t remember what I had for breakfast this morning let alone keep track (in my head!) of what a candidate did three jobs ago. Can you? If you don’t think you can do that then you need to take notes. Prepare the candidate that you will be taking notes during the discussion and offer that they can do the same thing if they’d like. HINT – a candidate who takes notes will likely do the same thing after she’s hired, which might be a good attribute for your team! [tweetthis]A candidate who is interested will take notes. You should too! #interviewing[/tweetthis]
  6. Evaluate the conversation – Have a follow up discussion with your interview team before making a decision on who will be hired onto your team.

Want other pointers? Check out my other blog posts on this topic:

Interviews are like dating … sort of …

Struggling with talent acquisition? Start targeting!

Why Marketing is HR’s New BFF