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What Should a Hiring Manager Be Looking For?

Hiring a new employee takes a significant amount of time and evaluation to ensure that the right person is selected. When the position is a management level role, the process is even more intense, because recruiters and companies are seeking an individual to help lead the organization instead of just perform tasks. While recruiters and human resources staff can narrow down the candidate pool, it is typically the hiring manager that makes the final decision. Once they get to the one-on-one interview with applicants, successful hiring managers look for some of the following skills.

Personality Plays a Huge Part

Hiring managers ask questions to determine how a candidate will respond to situations. They want individuals who are problem solvers and can tackle projects and problems on their own. They assess this by looking for candidates who show confidence in their interview answers, as it is an indication of a good leader. In addition, hiring managers have learned to trust their instinct, and they often go with the candidate that just feels like a good fit. That fit extends to the other employees in the team or department that the new hire will be working with.

How Past Performance Affects Future Performance

Hiring managers don’t just want candidates with skills, they want candidates who can apply those skills to the position in their company. That is why many companies have switched to a more analytical interview process where candidates are asked about their problem solving skills. Managers should ask candidates questions about current market threats and how they would increase revenue for a product or the company. When hiring managers are looking for a management candidate they will often ask the person to provide a strategic plan for the department or project. Quality candidates are prepared for this level of questioning and can provide insightful answers.

Analyzing Candidate Skills

The bottom line is that hiring mangers want candidates that can teach them something. They want an active contributor to their team, not just a task-based employee. In addition, executive level leadership roles come with a much higher salary and benefits. Thus, companies want to know that they are getting a good return on their investment. One of the best ways to track both the hard and the soft skills of a job candidate is by utilizing an applicant tracking system. These comprehensive systems allow companies to quickly sort through the technical skills of an applicant and record the soft skill assessments as well. Applicant tracking systems go far beyond old-fashioned data mining by providing the deeper analysis that is vital to a successful hiring process.


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