When you set out to add manpower to your team, there are many stakeholders in your decision and various competing and complementing goals.
It can be difficult to juggle the pressures from many angles that all factor in significantly to whether or not you are able to hire the right people and keep them around, but some juggling must be done. As a hiring manager, you can not afford to drop any of these five considerations:
Candidate Goals and Desires
Company Trajectory and Values
Interview Panel Training and Technique
Project Team Abilities and Needs
Recruiting Budget and Market Compensation Trends
Your interview and hiring processes should be researched and implemented well, before you put the machine on cruise control. It is helpful to remember that striking the right balance that lands the right new hires has never been simply formulaic, and often years of experience are required to develop the needed senses and instincts. You’ll never be 100% successful. Intentional training in interviewing is key to getting close to that mark. Because of the complexity of these Five Pressures, you probably shouldn’t entrust your hiring entirely to the most young, inexperienced, or untrained members of your staff.
Whoever said life isn't stressful hasn't been stepped into the shoes of a hiring manager. The power to keep personal biases to the side, and to go through the interviewing process patiently and productively all whilst asking the right questions and discerning a candidate's potential can occasionally be a struggle. - Anna Schosser, Retorio
With this blog being mainly focused on teaching interviewers high EQ communication with engineers, a discussion of the details of how to align stakeholders and manage company, recruiter, candidate, and interviewer expectations simultaneously is outside scope. However, we recommend one simple, powerful action you can take to help keep yourself organized and sensitive to the Five Pressures: meticulously document each pressure, the points of emphasis, the conflicts, and the priorities. When you make the effort to record information and compare it to needs and expectations, and put it into a conveniently presentable format for your stakeholder meetings, you have a very powerful tool for driving consensus for critical decisions. Additionally, this practice will help you track and compare your information, decisions, and results over time, and lead you toward improvement as you gain experience.
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