Yesterday, I talked about selecting the key characteristics for potential candidates who are interviewing for your new position. The next step is to select your interviewing team. Careful selection of your team is one of the most important responsibilities under your control.
- Who has the best discernment and insight on your team?
- Who is able to discover the most information when talking to other people?
- Who is most familiar with the position being filled?
- Who are the most influential advisers you trust when making decisions?
It is important to have at least 4 people participate in the interviewing process…and far better to have 5 to 7 people looking at the candidate. Why?
- More interviewers provide you with a broader perspective on the candidate
- When more people are involved, it is harder for the candidate to hide or conceal their true nature
- As the candidate tires from multiple interviews, they become more candid with their responses
- We need clear and strong confirmation if this is the right candidate. Hiring mistakes hurt the organization.
Interviewing teams must include both male and female perspectives. It is bad counsel to hear from a single gender viewpoint.
Interviewing teams must include other departments…especially those with whom the candidate will be working. Let’s find out before we hire if there might be friction or resistance between them and our candidate.
Tomorrow, we will discuss how to evaluate the candidates responses.
Thanks for listening.