Set the Agenda and Set it the Same for All Candidates.

If you’re not prepared for the interview, you’re likely to let a chatty affable candidate win even if he or she is the worst person for the job. Yes, it’s important to like the person and for the person to be able to communicate but don’t let this get in the way of the business demands you have to satisfy. Highly skilled people are sometimes introverted. Be sure you’re able to hear them out and what they have to offer, and you do this by setting the agenda.

Stay in Touch.

Even if you only have bad news, don’t be afraid to deliver it. It helps the people move on. If they don’t ask for feedback, you don’t have to give it, just explain that they weren’t selected and let everyone move on.

Give Good Feedback.

Hiring processes aren’t simple, and maybe as the hiring manager you aren’t happy with the process. This happens often. It’s difficult to give feedback when you feel the process is partly to blame without blaming the process, but you shouldn’t blame the process. You can talk about the things you liked about the candidate along with the negatives expressed to make the feedback more positive.

Maintain Relationships.

As a hiring manager, there’s a web of people involved in the hiring process, including recruiters. Be mindful of the fact that you need these relationships to be positive to be able to do your best work. This means you should share as much information as you can and keep people apprised along the way, as best you can. This builds trust and makes everything easier next time around.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.