As someone who has worked with hundreds of hiring managers and been a hiring manager myself, having conducted god knows how many interviews and built multiple teams, I've seen firsthand what works and what doesn't in the recruiting process. Recently, I shared some insights with The Globe and Mail about interview techniques (you can read the full article here), but I wanted to expand on the broader recruiting landscape and share comprehensive best and worst practices that every hiring manager should know.
Best Practices That Drive Results
1. Define Success Before You Start
The most successful hiring processes begin with crystal-clear job requirements and success metrics. Before posting a single job ad, document:
• Key responsibilities and expectations for the role
• Must-have versus nice-to-have qualifications
• How success will be measured in the first 30, 60, and 90 days
2. Standardize Your Interview Process
Consistency is crucial for fair evaluation and comparison of candidates. Implement:
• Structured interview questions that all candidates answer
• Evaluation rubrics with clear scoring criteria
• Multiple interviewers who assess different competencies
3. Focus on Evidence-Based Assessment
Past behavior predicts future performance. During interviews:
• Use behavioral questions that require specific examples
• Ask for detailed descriptions of past projects and outcomes
• Validate claims through practical assessments or work samples
4. Prioritize Candidate Experience
Remember that top candidates are evaluating you too:
• Provide clear timelines and frequent communication
• Respect candidates' time by being punctual and prepared
• Offer constructive feedback when possible
Common Pitfalls to Avoid
1. The Gut Feeling Trap
One of the biggest mistakes is over-relying on intuition:
• Making snap judgments based on first impressions
• Letting personal bias influence decisions
• Ignoring red flags because you "like" someone
2. Unstructured Interviews
Winging it leads to poor hiring decisions:
• Having casual conversations instead of structured evaluations
• Asking different questions to different candidates
• Failing to probe deeply into relevant experience
3. Rushing the Process
Pressure to fill positions quickly often backfires:
• Skipping reference checks
• Shortening the interview process
• Not involving key stakeholders
4. Poor Communication
Nothing kills candidate interest faster than:
• Long periods of silence between stages
• Lack of clarity about next steps
• Ghosting unsuccessful candidates
Looking Forward
The recruiting landscape continues to evolve, especially with remote work and new technologies changing how we hire. Staying current with best practices while avoiding common pitfalls will help you build stronger teams and maintain a competitive edge in talent acquisition.
Remember that recruiting is both an art and a science. While you need structured processes and objective criteria, you also need to build genuine connections with candidates and sell your organization's vision. For more detailed insights into effective interviewing techniques, check out my recent interview with The Globe and Mail.