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Questions for the Intake interview with the Hiring Manager - 3 Plus International

Questions for the Intake interview with the Hiring Manager

by Feb 22, 2024

How to manage the intake interview with the hiring manager

The intake interview with the hiring manager is the cornerstone of the recruitment process and is frequently neglected

 

In all the training on managing bias in the recruitment process I always ask the TA department if they experience resistance to change from their Hiring Managers.

Results vary from one organisation to another, but the net result of TA professionals experiencing pushback is between 60% -75%, which is disturbingly high. At one time I observed that it was predominantly women TA Managers who had this experience, but although women report pushback more frequently, make no mistake men in TA have the same problem.

Hiring Managers generally want to hire as quickly as possible and with the least drama. They especially like candidates who fit in with the team and can be easily managed.

Worth a read: How to spot red flags in the hiring process – 3 Plus International

Intake interview

The intake interview is the first step in the hiring process and is the foundation of the rest of the process. If this goes adrift everything else you afterward will too. It’s therefore really important for the Recruiter or TA Partner to steer the Hiring Manager in the right direction.

Hiring Managers like the rest of us have biases and preferences. They want someone who can do the job as quickly as possible (“hit the ground running” is a common bias-riddled line.)  This means they use all the familiar benchmarks that make them feel confident that this will indeed happen. Hiring Managers will tap into the most common biases:  Affinity, Confirmation, and Conformity Biases all kick in to ensure that they stay in their comfort zone.

Worth a read: Biases in interview scheduling – 3 Plus International

They may reveal this in gender requirements (although today rarely stated openly  – they may whitter on about merit and the best candidate,) specific frequently inflated educational qualifications, or legacy university demands. Not forgetting previous employment, plus exaggerated experience biases. They may look for a linear carer without gaps and want to focus on passive candidates, those potential candidates who are not actively looking for a job.  All of these are guaranteed to generate someone as close to what they are used to as possible.

Questions to ask

Here is a list of nudge questions TA professionals can ask their Hiring Managers to prompt them to check their own biases and blind spots:

  1. Are there common characteristics between all the previous postholders? If so what are they?
  2. Are there common characteristics between the previous postholders and the rest of the team?.
  3. Do the previous job holders belong to any protected category?
  4. What characteristics does the Hiring Manager have with the previous post holders? List them.
  5. Are there other types of candidates who could do the role just as well?
  6. What assumptions does the hiring manager make about candidates from other groups?
  7. If you choose from a different group what are the must-have skills?
  8. What other sectors could generate strong candidates?
  9. What are the minimum must-have qualifications and can you train for any skills that are missing? Note that hard skills have a shelf life of 2.5 years. (World Economic Forum)  Areas to look at could be specific software or language skills.

 

Worth a read: Diverse recruitment practices for hiring managers – 3 Plus International

The intake interview with the hiring manager is the most critical part of the hiring process. It’s important not to cut corners to set the process up for failure.

 

Tackle these issues in your organisation head-on by changing the way you approach recruitment so get in touch today

 

Dorothy Dalton Administrator
Dorothy Dalton is CEO of 3Plus International. A specialist in diversity and bias conscious executive search, she supports organizations to achieve business success via gender balance, diversity and inclusion. She is CIPD qualified, and a certified coach and trainer including digital learning.
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