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


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

Read the full article here.

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