How to hire the best candidates by managing the interview process | SehndeWeb

Everyone is hiring right now. The rush is on. Hiring is definitely on my mind and part of my daily meeting schedule. As I prepare for candidate interviews and reflect on my hiring experiences, I would like to help other executives and managers who are also hiring. Sharing current and past experiences, I will also highlight some comments that will hopefully help candidates looking for the right job. The pandemic has changed a lot of things. Many managers feel the pressure to fill vacancies as soon as possible. In the real estate industry, hiring key agents is a priority for brokers.

With all that in mind, here are some tips to keep in mind when looking to hire your next “A player”.

1. Communicate the basics before the interview.

It is important to communicate a basic level of job details before bringing people in (virtually or physically) to interview for a position. Time is precious, and you can align yourself with certain expectations before each party commits to getting to know each other better. I usually set up a conversation before the interview with a warm welcome and a note about compensation. Next, I share some company info: “Here are our core values ​​and check out our new website.” People often respond to our core values ​​by sharing some of their own.

2. Assess skills in planning and executing goals.

For managers and other high-level positions, longer-term planning and execution is essential. In interviews, I like to ask about someone’s five-year goals five years ago and how they achieved those goals. It is similar to a cardiac stress test, but for goal orientation. Having and achieving goals can also demonstrate how an individual can build on what they have accomplished to benefit your business.

3. Determine networking capabilities.

Not everyone has had past roles that include networking and lead generation. But networking is crucial for many purposes. For realtors looking to grow, it’s clear that an agent’s success is tied to their ability to build a network. Making connections can also help any role be more successful. Applicants should have examples of how they have connected people or leveraged their connections to achieve work goals and activities.

4. Be fully present during the interview.

Being prepared when hiring candidates means taking the time to review a CV before the interview. You probably have a hundred things going on, but it’s also important not to check your emails or respond to texts and chats during an interview. What does this say to a future colleague? Your best person (and your successor) could be right in front of you. Give them your full attention and take the time to get to know them.

5. Be on time and manage time well together.

Candidates look for many clues about a company when interviewing. I know that timeliness is one of the things I have looked at myself as a candidate. Did they start on time? How did they end the meetings? Was it abruptly unfinished? So be aware of your time. You have the option to really, really sell the position at the end. Make it meaningful, and you’ll give yourself and the candidate the best opportunity to find out if it’s right for you.

6. Sell position and future positions.

There’s a talent war going on right now. You don’t know how many competing offers a person may have in hand. Paint a picture of the position as you see it filled. And be sure to create an exciting and ambitious vision for the business and organization and its future, not just the role. When you talk about the potential a person could have in the organization beyond this role, you are supporting a career path for many years to come. This is important when evaluating candidates. Do you see them in the next role they would play, not just this one? You are selling yourself and the candidate on this position and future positions.

7. Talk about the onboarding process.

The best experiences I’ve had are when we actually have an onboarding plan of at least six weeks, with all the key contacts, cadence per week, and expectations aligned for other people in the onboarding process regarding the time they have to spend with the new hire. Nothing kills the excitement of joining a new company like a disorganized and poorly planned onboarding process. If you plan for a successful start, you’ll be less likely to be in the recruiting chair again for roles you thought you’d landed. I even like to share a sample onboarding timeline with candidates to demonstrate that we are committed to their success and have prepared concrete ways to help them get started.

8. Be bold.

With people in such high demand, don’t be afraid to tell a candidate how much you like them and see them work with you. I felt so confident in someone that I really accelerated the process and started the next steps sooner. If I really feel like someone is the right person, I just say so in the interview, “I think you’d be a really good person for this role and I’d like to see you.” Let’s start talking about the next steps.

We all want to choose the best candidates and see people succeed in their role. If you find these tips helpful, let me know and feel free to share other ways you’ve handled the interview process to hire your best people.

Jennifer Hoff is President of Colibri Real Estate, which enables professionals to start or advance a career with unparalleled learning solutions.

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