9 Things every Hiring Manager should know about the Candidate sitting in front of them

9 things every Hiring Manager should know about the Candidate sitting in front of them

  1. Compensation Data. Understanding candidate’s total compensation requirements is extremely important. This includes base salary, commissions, bonuses, and any options.  We have a variety of tools & techniques for both asking and negotiating on compensation.
  2. Where the live. If the candidate lives out of the area it reveals important information to ask if they are planning on relocating. Red Flag: When a candidate says they have a two hour commute and that they are not planning on relocating. Know what the candidate’s thoughts are on the location of the position and how this will affect their work/life balance.
  3. Know why the Candidate values your career over where they currently work. Is it money? Challenge? Peers? Or perhaps they do not get a long with their current manager…. This is important data that will reveal important motivators and potential red flags.
  4. Track Record. Learn about the Candidates previous successes and failures by asking them to detail their most significant career contributions.  Continue to question specifics about the accomplishment until you have a clear understanding of what was accomplished, what their role was, and the challenges they faced. This line of questioning should reveal what types of the work the Candidate enjoys along with their strengths & weaknesses.
  5. Ask why they want to work for you. Aside from being extremely useful information to understand the Candidates motivators, this data helps to separate the A-players from the rest. High-caliber Candidates will  be able to answer this question with ease highlighting specific reasons that relate to their needs.  Be wary of candidates who give vague answers to this question or who have not done their homework about what your company is about.
  6. Ask if they are interviewing with other companies? If the Candidate is considering other companies you should ask who else they are interviewing with and what they plan on basing their decision on (if they will share this information). Note also that you may need to expedite the approval process or risk losing the candidate to a competitor.
  7. Know the pre-close framework.  The sooner you can outline a hypothetical offer and ask if the Candidate would accept the better.
  8. Can the Candidate do the Job? Obviously you are interviewing the Candidate to perform some type of work. Understanding as clearly as possible exactly what these tasks & functions is critical to ensure you hire the right person with the right skills.
  9. Does the Candidate want to do the job? Even more important than a Candidates ability to perform a particular job is their desire to do so.  Many times attitude overcomes a skills gap and then some.  The right attitude is the key element of all A-players.

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