The Making of a Manager

I can’t tell you how many times I have had candidates accept and tell me that part of their reason for doing so was because the interview process felt so attentive, focused, and fast. It gave them confidence in our company and the team they would be working with. Even when you don’t end up extending an offer, an amazing interview experience tells prospective hires that you care about the people who might be the future of your organization. Making this happen requires a strong manager–recruiter relationship. My recruiting partner and I become like Batman and Robin for any candidate who comes in to interview. We’d message each other multiple times a day about the details—did all the interviewers have the background notes? Who was assessing which skills? Could we find an interviewer who’d relate well to the candidate, like Anne, who came from the same previous company, or Dixon, who was also new to the city? Who was going to reach out and thank the candidate for his time? By working in tandem on the interview experience, we avoided common mistakes like leaving days or weeks in between next steps, asking candidates to repeat themselves over and over, or giving them conflicting or confusing information.