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16 Expert Tips For Improving Hiring Outcomes For Employers And Job Candidates

Forbes Human Resources Council

Engaging in the recruitment process can leave a prospective new hire feeling nervous and uncertain about how well they performed on the interview and if they were able to leave a good impression with their potential supervisor and team. At the same time, hiring managers need to be just as concerned and conscious about how well they are representing themselves and communicating with prospective candidates about the company's mission, department needs and expectations for the open role they want to fill.

Leaders and candidates alike, who present better etiquette skills may begin to feel a little less anxious about navigating the next steps in the decision-making process and, in turn, create a better interview experience for all parties involved. More importantly, respectable etiquette may help produce a more favorable result in retaining long-term loyal employees. Below, a panel of experts from Forbes Human Resources Council share 16 rules managers should observe during their search if they're serious about finding the right match.

1. Prepare For The Interview

During the process when a candidate advances from an interview with the HR recruitment officer to the hiring manager, there is nothing worse than sitting in and watching a hiring manager unprepared for the interview. They're shooting from the hip with unclear communication and expectations of the role, and discussing issues that are not even relevant to the position. It feels as if the candidate gave us their valuable time for no reason. - Kelsey Habich, Mission Critical Solutions

2. Correctly Pronounce Candidate Names

The candidate experience is crucial in a tight labor market, especially as the recruitment process is often a window into the employee experience. Managers must approach the interviewing process with a relationship-building lens, starting with correctly pronouncing candidates’ names. Asking them how to pronounce their names is better than mispronouncing names or avoiding saying their names altogether! - Jennifer Rozon, McLean & Company

3. Identify The Long-Term Benefits Of Hiring A Specific Candidate

What is the long-term potential of choosing a specific job candidate? Many times when there is an immediate role to fill, hiring managers will hire the next best person who is available just to fill the role without taking the time to ensure this candidate will be the proper person for the job or beneficial long term. - Alexis Schuman, Sexy Fish

4. Listen Actively'

One of the etiquette or skills managers tend to miss out on is active listening. Often, the manager is asking questions that are predefined in their own mind, based on the candidate's profile and not listening closely to what the candidate has to say. This results in them not letting the candidate candidly express their views and thought processes. As a result, they miss out on hiring a potential hidden gem. - Anand Inamdar, Amoeboids Technologies Pvt Ltd

5. Examine How Candidates Interact With Other Staff

I always pay attention to how a candidate treats the front office staff when checking in for an interview. An enthusiastic and friendly demeanor at this step is a helpful hint that the person will be a collaborative and friendly colleague. - Alden Coffin, Forward Merch LLC

6. Provide Psychological Safety

By fostering psychological safety throughout all hiring interactions, the interviewer will enable the candidate to perform at their best, share candid thoughts and build trust fast with a potential new team. You're rewarded with a more accurate assessment of the expertise, motivation alignment, and regardless of the process outcome, an advocate with a fair and respectful connection to your company. - Michelle Coventry, Five.AI

7. Get On Video

Increasingly, as more interviews are conducted via video, we've heard from a number of candidates that the hiring managers aren't turning on their video cameras during the interview. When this happens, candidates may question the commitment of the interviewer to the process. It's also awkward to speak with someone who's not on camera when you are. We recommend both parties use the same method. - Louis Montgomery Jr., JM Search

8. Deeply Understand Candidates

An amazing interviewing experience for me is when managers go above and beyond the basics of simply placing a role. Instead, they are truly focused on understanding the individual who is interviewing for that role. Here they need to focus on selecting the candidate for the right role rather than rejecting them. This could lead to a candidate being selected for another more suitable opening within their organization. - Rohit Manucha, SIH AGH


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9. Note Each Candidate's Communication Skills

The thank-you note at the end of the process can be viewed as unnecessary, but this customary practice can actually be very insightful. Not only does it articulate the candidate's interest, but in many cases, it allows a hiring manager to see what key points the candidate took away from the discussion. This may indicate how perceptive and in tune the candidate will be as an employee. - Angela Persaud, G/O Media

10. Focus On Candidate Expectations And Experience

Etiquette practices in a company relate to culture and company values, both written and unwritten. The interview provides an excellent opportunity to align candidate expectations and experience with the etiquette practices and values of the environment. This type of alignment is the one etiquette practice that hiring managers should focus on during an interview. - Karen Hill, Otis College of Art and Design

11. Show Appreciation By Providing Feedback

The following best practices are most important. Thank the candidate for spending time with you and make sure you answer any questions. Let them know the next steps in the hiring process and the timing. If the candidate follows up with a thank you note, respond back. Provide feedback to the recruiter if a candidate requests it so they understand why you chose someone else for the role. - Debby Routt, Marathon Health

12. Outline Interview Stages And Processes

Assessments—whether skills tests, behavioral assessments or interviews—are a critical part of data-driven hiring. However, candidates won't invest much time in an intensive screening step if they don't have a sense of how close they are to being a final contender. Employers should make sure the length and complexity of an interview or assessment are tailored to the stage of consideration. - Eric Friedman, eSkill

13. Maintain Eye Contact

Whether in-person or via webcam, after asking the candidate a question look them in the eye and smile Don’t stare down at your notes, or worse, don't look over at your email. Also, say “thank you” occasionally when the candidate is finished answering one of your questions. - Steve Lovig, Homestar Financial Corp

14. Engage In Small Talk

In a hyper-growth phase, interviewers are stretched to their limits. Often interviewers jump into the meat of the discussion right from the start. I believe that interviewers need to take a pause to enquire about the well-being of the candidate and understand their general situation before the actual discussion. Small talk often helps in building lasting relationships and attracting awesome talent. - Pradipta Banerjee, emids Technologies

15. Highlight Diversity, Equity And Inclusion Initiatives For Candidates

For an organization focused on hiring diverse talent, it's key to make candidates aware of your support towards neurodiversity. Beyond simply stating it, providing information in advance that helps neurodiverse applicants is vital. Sharing specifics on the interview process and essential skills required helps neurodiverse individuals feel a sense of comfort and belonging before their first day. - Yvonne Cowser Yancy, Understood

16. Be Transparent

Hiring managers should be honest about their organizations. Every organization has its pros and cons. The enlightened manager will be honest with the candidates in setting realistic expectations when a candidate joins the firm. This will be your most attractive feature that will appeal to the candidate and allow him or her to make an informed decision. You'll develop loyalty from day one. - Richard Polak, American Benefits Council

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