Stupid Hiring Mistakes: Not Preparing or Coaching Hiring Managers | No BS Hiring Advice

By Jeff Altman, The Big Game Hunter

Another video in my series of dumb mistakes employers make when interviewing.

 

I want to talk with you as an HR professional, in particular, and it can apply to hiring managers, as well who sometimes have staff people do part of the interview, to talk with you about one of the . . . I can’t call anything else . . .  Stupid interviewing mistakes that you as an organization  are making. And that is you really don’t spend time understanding how people should be interviewed in order to evaluate them for your organization. Now, I want to start by saying, I have a bias against interviewing for fit because you’re not using any sort of way that objectively measures fit for either your current staff or for outsiders.

So, in not using a standardized approach to evaluate for fit, I think you’re prone to infecting the process with your own biases and, thus, hire people just like you, rather than bring any sort of diversity into your organization. Now, that’s where I start off by acknowledging my own opinions from my 40 plus years. Now. Let’s go further.

 For you as an HR professional, when you have a hiring manager who’s interviewing for a position, have you ever sat in on the interviews to see what questions they’re asking that willobjectively measure whether an individual’s qualified to do the job and some of the tangents that they go down that might distract them from the real crux of what the evaluation should be.

Have you ever noticed how bias sometimes injects itself into the interview? I suspect not .Usually what HR does is trust that the hiring manager really can evaluate for what they’re looking for and they don’t really  . . . They’re not really aware of some of the rat holes that they go down that, shall we say  . . . Again, let me drop the bias term here that distract them from reallyqualifying people effectively. It’s why the these managers have more turnover than others. It’s why these managers often have dysfunctional groups and have to replace staff that are trying to move people out with regularity and many other tip-offs that these managers aren’t as good at interviewing as others.

But, these are two of the obvious places where bad hires and bad interviewing really creeps in. For you as a hiring manager who sometimes has staff people interview,have you ever asked them to qualify for very specific things and then asked them the questions that they might ask because you may find that as a part of the reason that you’ll get in turndowns on your offers is because their nerves or their uncertainty about what to really ask for to satisfy you Is causing the job applicant to have doubts about joining a team like this.

So ,your willingness to prepare staff and explain why it is you want them to ask a particular question will go a long way toward avoiding some of these unfortunate misunderstandings. And before you dismiss the applicant for doing that ,you would react the same way if you had someone lame sitting in front of you. you would question the rational behavior of this  organization to put out someone so incapable in front of you to evaluate you.

So, take a little time with your staff to coach them about what to ask, why you want them to ask it, what you’re looking for in the way of an answer and that’s going to go a long way towards solving some of these behavioral quirks that cause job applicants to really doubt the effectiveness of your team, the quality and caliber of you team and of your organization,

Read Full Transcript

Hi, I'm Jeff Altman, The Big Game Hunter. I'm referred to as The Big Game Hunter because I coach people to play their professional game and their personal game bigger. I want to talk with you as an HR professional, in particular, and it can apply to hiring managers, as well who sometimes have staff people do part of the interview, to talk with you about one of the . . . I can't call anything else . . . Stupid interviewing mistakes that you as an organization are making. And that is you really don't spend time understanding how people should be interviewed in order to evaluate them for your organization. Now, I want to start by saying, I have a bias against interviewing for fit because you're not using any sort of way that objectively measures fit for either your current staff or for outsiders.
So, in not using a standardized approach to evaluate for fit, I think you're prone to infecting the process with your own biases and, thus, hire people just like you, rather than bring any sort of diversity into your organization. Now, that's where I start off by acknowledging my own opinions from my 40 plus years. Now. Let's go further.
For you as an HR professional, when you have a hiring manager who's interviewing for a position, have you ever sat in on the interviews to see what questions they're asking that willobjectively measure whether an individual's qualified to do the job and some of the tangents that they go down that might distract them from the real crux of what the evaluation should be.
Have you ever noticed how bias sometimes injects itself into the interview? I suspect not .Usually what HR does is trust that the hiring manager really can evaluate for what they're looking for and they don't really . . . They're not really aware of some of the rat holes that they go down that, shall we say . . . Again, let me drop the bias term here that distract them from reallyqualifying people effectively. It's why the these managers have more turnover than others. It's why these managers often have dysfunctional groups and have to replace staff that are trying to move people out with regularity and many other tip-offs that these managers aren't as good at interviewing as others.
But, these are two of the obvious places where bad hires and bad interviewing really creeps in. For you as a hiring manager who sometimes has staff people interview,have you ever asked them to qualify for very specific things and then asked them the questions that they might ask because you may find that as a part of the reason that you'll get in turndowns on your offers is because their nerves or their uncertainty about what to really ask for to satisfy you Is causing the job applicant to have doubts about joining a team like this.
So ,your willingness to prepare staff and explain why it is you want them to ask a particular question will go a long way toward avoiding some of these unfortunate misunderstandings. And before you dismiss the applicant for doing that ,you would react the same way if you had someone lame sitting in front of you. you would question the rational behavior of this organization to put out someone so incapable in front of you to evaluate you.
So, take a little time with your staff to coach them about what to ask, why you want them to ask it, what you're looking for in the way of an answer and that's going to go a long way towards solving some of these behavioral quirks that cause job applicants to really doubt the effectiveness of your team, the quality and caliber of you team and of your organization,
I'm Jeff Altman. I think you'll find this helpful if you apply this and you'll see some loose ends in your organization.
By the way, there's a lot of information on my website, which is eee.TheBigGamHunter.us. Click the tab on top that says blog and look for no BS hiring advice. There's a lot of information that will help you there.
Hope you have a great day. Take care.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game HunterJeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2400 episodes. He also hosts Job Search TV on YouTube, and Amazon, as well as on BingeNetworks.tv for Apple TV and 90+ smart sets.

I do a livestream on LinkedIn, YouTube (on the JobSearchTV.com account) and on Facebook (on the Jeff Altman, The Big Game

No BS Hiring Advice
No BS Hiring Advice

Hunter page) Tuesdays and Fridays at 1 PM Eastern. You can send your questions about job search, hiring better, management, leadership or to get advice about a workplace issue to me through LinkedIn’s messaging .You can also message me through chat during the approximately 30 minute show.

Are you interested in 1:1 coaching? People hire me to provide No BS career advice whether that is about a job search, hiring better, leadership, management or support with a workplace issue. Please click here to see my schedule to book a free discovery call or schedule time for coaching.

My courses are available on my websitewww.TheBigGameHunter.us/courses The courses include ones about Informational InterviewsInterviewing, final interview preparation, salary negotiation mistakes to avoidthe top 10 questions to prepare for on any job interview, and starting a new job.

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