6 Things You Must Do Before You Start Interviewing


In the current pandemic, it’s getting more and more difficult to get approval for a role to work on. If you’re trying to hire, good for you! Good people out there need good jobs.

You’re home, which makes things a bit more difficult. You can’t gather your whole team into a room to touch base before a big hire, so it’s imperative you’re able to organize yourself from a distance, or you’ll miss out on some great talent. Here are some things you need to start interviewing for and working on a job and why.


Things You Need Before You Hire, and Why:


1 - An understanding of the difference between a “pipeline” role and an “urgent” role, and a distinction of which one yours is

Why: If your role is a pipeline role, you essentially have an endless process. You can wait forever to decide on the perfect person because you don’t have a date you need it to be done by. There’s a vast difference between needing someone to allow your day-to-day operations to run and wanting to find the perfect person to fill a perpetually open slot. A pipeline role only adds to procrastination, while an urgent role will allow you to get the job done.


2- Guidelines and a full job description

Why: If you want to start hiring for a job you have, set guidelines for yourself and understand exactly what it is that you’re looking at. Do you have a budget already approved? Do you know when the start date is, and what day you’d be making your decision? These are things you need to know. You shouldn’t approach people about taking a position at your company unless you’re sure there’s a position readily available that’s ready for them to take.


3- An understanding of where you fall in the decision hierarchy

Why: Are you the person who even makes this decision? Who is the ultimate decision-maker on who to hire and when? Is your boss involved, or are you the boss? Who has to outline the decision process, and is it outlined fully? What kind of timestamp do you have? These decisions have to be made, and if you’re not the person who makes them, find someone who is, and get the questions answered before you open up the application.


4- A mapped out timeline

Why: Before you post the job, map out when people will be free to do interviews and what would be an ideal start date. Waiting to make decisions and moves can hurt your reputation as a company. For those people who are waiting one, two, three months to hear about that job and never get an answer, your hesitation will read as bad communication and indecisiveness. It’s likely they’ll get a bad taste in their mouths about your company, and they will no longer view you favorably as a consumer and as a working professional.


Think about it- imagine you get a call and interview for a job with a company and they never call you back. How are you going to feel about the company? At the very least, you won’t think much of their organizational structure. Don’t start calling people in unless you’re ready to act and make decisions.


5- When and where to post the job

Why: This applies especially to posting a job on your website. People can backdate your post and realize how long the listing has been up. If you’ve had the same listing up for months, it doesn’t read well. You look indecisive, unorganized, possibly sloppy- was the job filled and someone forgot to take it down? Is the hiring process slow? Did you forget about it? You don’t want to make your potential candidates ask any of these questions.


6 - Everything you need to move forward, start to finish, with a role

Why: Figure out what you need and from whom, and don’t post that job until you have green checkmarks on every item. You want this to be a smooth process, especially with the uncertainty of lost budgets and furloughs plaguing many workplaces. You want every person on board with every aspect of the hiring process. Once you have all of this? Continue as planned.

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