Recruiting, like many managerial activities, is somewhere between an art and a science. Getting people in the door is a numbers game in a lot of ways (lots of emails, phone screens and second phone screens that don’t work out). But the interview loop and determining whether or not to hire people is, in my experience so far, a lot more difficult. A few things stand out to me, though, as things you can do to improve your chances and build teams that work well together and execute at a high level.
I’m surprised by how many places don’t do this. The pre and post-huddle are the most important 15-minute meetings you’ll have once you decide to bring a candidate in for a loop. You get all the interviewers together and the hiring manager gives them context on the candidate, the role, the responsibilities and then assigns each interviewer an area to cover and answers any
Continue reading →