Checklists saves lives. If you do not believe me, I will recommend you to read the book – The Checklist Manifesto by Atul Gawande.
For a hiring manager, finding the right person at the right time is as critical. Below is a checklist we built which recruiters could use and prevent the “oops .. someone dropped the ball” moment.
Elevator Pitch Of the Position:
Ask the hiring team describe the open position in 30 seconds – or 2-3 sentences. If the hiring manager can’t give you an elevator pitch, probably he/ she isn’t crystal clear about what they desire in this new hire.
Check if the job description is written or approved by the Hiring manager :
Hiring managers are busy people. It could have happened that someone else on the team ended up writing the job description. And the manager couldn’t review the job description before handing it over to you. It doesn’t hurt to double-check if the hiring manager has paid attention to every word written in the JD.
Everyone wants a Superhero : But they all have different powers!
No hiring manager will settle for less than a Superman (or a Batman). And there is nothing wrong with that expectation. But then reality dawns in the hiring process, right? It will save a TON of time and effort for everyone if you can identify the skills in 3 buckets:
- DEAL-BREAKERS : Can’t settle for anything less
- MUST HAVE : Need it but can settle if it’s 70% or more.
- NICE TO HAVE : Don’t sweat over it.
Also, pay close attention to other aspects which might not be part of the job description – like – The culture, diversity, team dynamics and several other softer criteria which ultimately take the center stage and could become reasons for the rejection of the candidate.
So it’s your job to understand if the hiring manager needs a Super-Man, Bat-Man or simply a Hu-man!
Build a candidate profile and confirm:
Create the candidate persona you are going to find for your hiring manager. It’s like you are playing back what you understand of this role and the expectation. It’s basically 2-3 paragraphs describing what kind of candidate you will start looking for.
By now both you and hiring manager should be on the same page.
Layout the interview process and assess:
Let the hiring manager know what the experience, expectations and evolution of this hiring process will be like. No one like any surprises or “wake up” calls.
Once you share the interview process get a nod from the hiring manager. Make sure they are onboard with your plan of action.
When you share the plan and onboard the hiring team make sure they commit to feedback sessions. As a recruiter it’s your job to make sure that the hiring team sees value in these sessions. Else they will find it waste of their time. Some tips:
- Keep these sessions short & timebound – probably email or like a stand-up call.
- Ask if the job description is still the same (confirm this every-time) as things can change any minute in a team.
- Understand objectively what went right with the interviewed candidate and what went wrong.
Meet their “A” players(s) on the team:
Some of you might not agree with this. But I consider this a hack. To get the next candidate look at the existing ones which are their “A” players. Talk to them and figure out how & why they tick in that team. You now have a yardstick and should try to go above and beyond this – there are higher chance that you will hit a jackpot in finding your next Superhero!
To sum up : Checklists are integral part of any process – and processes make sure they simply our work and lives. We too have checklists at Recruitring which helps us deliver a quality product.
What did we miss on this checklist? Share your feedback and insights.
Image credit: https://goo.gl/8ARwcO