Hiring? Interview Your Way to the Best Team Ever

The hiring process can be long and grueling for both Hiring Managers and candidates. It can take a lot of time, resources and involve a great number of people without guaranteeing you’ll even get the right fit. But it doesn’t have to be that way. In fact, you can maximize the success of your next hiring process by following these three data-driven steps:

1. Re-define the way you look at candidates

Regardless of whether you’re opening a new position or filling out a vacant one, define what a “successful hire” means. Instead of just having a list of qualifications and skills, think of the next hire as you do a buyer persona. Who are they? What do they do? What should they bring to the table?

For example, if you are hiring a new content creator for a company blog, think of their writing style, the software they should be familiar with and their ability to have cross-platform flexibility in their work. Then, use this information as a lens through with to review the candidate’s work history and portfolio.

2. Create your interview formula

Having multiple steps embedded into the hiring process is almost a given, but research shows structured interview layouts have the highest potential to yield effective results in less time.

Here's how you can make it work for you:

  • Set up a recruiter filter: Armed with your defined 'Hire Persona,' a detailed list of qualifications needed and application design, instruct your recruiter to only include candidates that meet a specific criterion. Just to remember to ask for some diversity within those boundaries - the more varied the voices, the better.
  • Prepare a phone Interview: Have your hiring manager go through the short list of best candidates with standardized questions via phone. This will be a minimal time commitment on the side of your company and will serve as a first-glance look at the people with whom you might potential be building your next marketing campaign.
  • Define a test: It is not uncommon to put applicants through a trial that shows their ability to work on their feet, apply their skills to a new situation, and present a solution - especially in the marketing world. So, test people on apps, platforms or with marketing challenges. By asking them to do something a bit out of their comfort zone, you’re also checking to see their grit, hunger and commitment to the role.

3. Leverage internal insight

We tend to hire people who subconsciously remind us of ourselves. Lauren Rivera, Professor at the Kellogg School of Management, found that hiring managers look for “commonalities” in candidates and end up hiring those they could be friends with in what she calls a “cultural match.”

So, don't be afraid to sleep on your decision and call in a second opinion before extending that offer.

The Behavioral Insights Team (a UK government-funded behavioral science and social purpose company) determined that an individual hiring manager chooses the wrong candidate 16% of the time, versus a group of three, which only fails 6% of the time.

When five people had a say they were nearly infallible, choosing the wrong person only 1% of the time.

“With more people, you are more likely to correctly identify the best person. Or - put another way - with more people you’re less likely to accidentally pass over your best candidate," said Kate Glazebrook, Principal Advisor, The Behavioral Insights Team.

So, who can you call on to help make a final decision?

Think about the people that will be interacting with and leading the potential candidate and ask them if they'd like to weigh in. Chances are, they do. Creating this intentional process will increase your chances of making the right choice, and will include your team in the process. There is wisdom in numbers, and your marketing team is no different.