Top 1% Job Search & Personal Brand Coach on Topmate | Ranked #2 Female LinkedIn Creator Worldwide | Ranked #1 HR LinkedIn Creator in the USA | Global HR & Talent Acquisition Leader | Yoga Instructor | Business Advisor
Too many hiring managers get stuck in their heads about missing out on a 'better' candidate or making the wrong hiring decision. So they interview a handful of people. And the process takes weeks, if not months. They put candidates through the ringer by having them interview with everyone under the sun. Multiple interviews greatly increase the risk a candidate will go somewhere else or drop out of the hiring process altogether. Great talent goes fast....and rightfully so. If a hiring manager is paralyzed in making a decision... He/she shouldn't be hiring in the first place. #jobs #careers #jobsearch #jobseekers #hiring
Say it so much louder for the masses of managers in the back!!!
Paralysis by analysis is a productivity killer - and that goes for the hiring process, as well.
Can I get an AMEN!!!!!!!! A must read for all managers!!!!!! Please, and thank you!
Oof! ↳ real talk
We should stop calling them hiring managers and start calling them HIGHERing managers. Because often the expectation is HIGHER than reality. They want an MBA with 20 years of experience - to be the french fry cook. Reality - good managers know that people can do anything their minds sets on and that a little training goes a long way. Good people can do great things, especially with a good manager.
nothing is worse than a long hiring process. In my opinion any job under 50k a year should only be one interview.
Indecision is the greatest impediment to progress and productivity. The irony is that hiring managers always want to hire people who have an ability to work autonomously and be good decision makers according to most job descriptions out there. If that was truly the case they wouldn't hire themselves. I think Google once proved this in an experiment they did a few years ago.
Agree 100%. It's one of the tough parts in hiring a cross-functional team, where the reporting structure (multiple) is complex and also, the hiring manager needs to have confidence to proceed quickly, if he thinks that the candidate fits the requirement. The rest is all just about the people management skills. P.S: Usually, multiple rounds take place if it requires multi-skilled professional hiring, such as "Spanish bilingual technical delivery manager for SAP Fintech Transition projects in EMEA". Imagine how many rounds of interview that the candidate might go through. 🤔 🙂
I've developed a rule, if I dont walk out with an offer and/or my followup email is ignored for more than 3 business days. I mark the email and phone numbers and don't bother. Anywhere worth putting in your time and effort will not ghost you like a cheap Tinder date. It's taken alot for me to start being able to pick up on the hiring manager's intentions. Another is if they seem too busy. I had a hiring manager decide to go on a last minute vacation the day of my interview. I cleared my schedule and deadlines the night prior to be there and didn't find out he wasn't there until I called to confirm my arrival.
Human Resources/Specialist - Talent Acquisition - Coordinator - Administrator
10moThis is the BIGGEST mistake a hiring manger can make. I've had a handful that had the perfect candidate on the first or second interview. Absolutely no red flags, great cultural fit and I mean checks every box. They couldn't have custom ordered this candidate. "We want to do at least 5 more interviews" [Face Palm]. By the time they do this that perfect candidate is GONE and they have to settle for 2nd best. Happens every time.