How to successfully hire as a first-time manager
Transitioning into a managerial role for the first time is no small feat. In our recent series, we delved into the common blunders often made by new managers, pinpointing one particular challenge that warrants a deeper exploration: the process of hiring.
Dispelling Misconceptions
While it’s easy to relegate hiring to the realm of recruitment or HR, as a new manager, you must recognize that hiring is now squarely your responsibility. This is where you play a pivotal role in sourcing and selecting talent. Given the paramount importance of personnel to a business’s success, it’s imperative for managers to grasp the hiring process’s significance.
Let’s Dive In…
Establish Clear Hiring Criteria
Top-tier hiring managers possess a crystal-clear vision of their desired candidate attributes. Defining this criterion is the cornerstone of the process. Beyond superficial requirements, providing specific guidelines empowers recruiters or talent acquisition teams to unearth candidates who genuinely match the role’s demands. Renowned hiring expert John Vlastelica identifies four facets for evaluation:
Skills and expertise
Personal attributes
Achievements
Motivation.
While skills are often well-defined, honing the ability to identify soft skills, personality traits, and instances of capability can distinguish strong contenders from weaker ones. As a manager, absolute clarity on these requirements is essential.
Craft a Refined Job Description
Job descriptions can easily devolve into unwieldy compilations of details when not approached thoughtfully. New managers tend to pile on excessive qualifications, hoping to attract stellar talent. However, this can hinder rather than help. To stand out, prioritize clarity and conciseness.
Tips for first-time managers:
1. Write for people, not tasks.
2. Specify role responsibilities clearly.
3. Keep descriptions to around 250 words and seven bullet points.
4. Ensure inclusivity.
5. Avoid overblown language.
6. Master the Art of Interviewing
Mandatory interviewing training should be a norm for new hiring managers. Effective interviewing can significantly impact candidate perception of your organization. Adequate preparation is key: understand what you’re seeking, tailor questions accordingly, and foster an environment for candidates to shine. Rely on evidence rather than gut feelings, and remain mindful of biases. Embrace diversity to enrich your team.
Prioritize Culture ADD Over Culture FIT
Culture fit was a dominant concept, but its narrow focus led to homogeneity. As a new manager, resist this trap. Prioritize alignment of values, not personal similarity with the existing team. Balance is key; focus on how the candidate’s values align with the organization’s overall principles while embracing diverse thinking.
Embrace Alignment
“Misalignment is the root of all evil,” emphasizes John Vlastelica. This is particularly crucial for new managers. Successful hiring relies on coordination between recruiting teams, interview panelists, and hiring managers. Conduct alignment meetings to ensure shared expectations and guidelines. Clarify the ideal candidate profile, the interview process, and role-specific attributes.
In Conclusion
Becoming a successful hiring manager entails a multi-faceted journey. With preparation and practice, the importance of this role will become clear. The pitfalls of poor hiring decisions can be avoided through adept interviewing skills and understanding the impact of biases. Don’t hesitate to seek assistance from HR, experienced managers, or TA teams—embracing learning is key to your growth in this role.
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