26 August 2019

3 tips to create better hiring managers.


83% of our clients works with hiring managers. 83%! An incredibly high number, while most hiring managers have insufficient knowledge when it comes to hiring new colleagues.

In this blog I will share 3 tips to help your hiring managers hire the best candidates.



The knowledge that hiring managers don’t have.

The one thing that hiring managers didn’t learn is being a recruiter. And yes, although many people think that everyone can be a recruiter, it’s actually a pretty tough job to fulfil, because it requires you to ‘read’ people – or at least to collect the right tools and find the right methods that help you reading people correctly.

So hiring managers don’t know all great tooling in the market. And they haven’t learned the most successful techniques to interview candidates. This leads to the following problems:

  • Problem 1. How to be objective;
  • Problem 2. How to compare candidates;
  • Problem 3. How to standardize interviews.

The consequence of these problems: Inconsistency, wrong hiring decisions and bad hires.


Solution 1. Being objective: Introduce assessments to predict fit.

The number one problem in recruitment is bias, which causes wrong candidate evaluations and poor hiring decisions: You will either wrongfully reject a good candidate or hire the wrong candidate due to personal preferences that lead to biased decisions. This happens even more with hiring managers than recruiters since hiring managers actually need to work together with his/her new colleague, which decreases the helicopter view.

The most powerful solution here: Data.

Try to first collect as much data as possible to provide your hiring manager with a profile based on evidence, because without any evidence your gut feeling will takeover.

I would really recommend working with pre-employment assessments since these assessments can objectively assess a candidate on skills, intelligence and personality. And all based on data analyses. This provides you with the actual data required to properly assess both job fit (skills and intelligence) and cultural fit (personality).


Request a demo to experience Equalture’s gamified assessments for skill fit and cultural fit.


Solution 2. Comparing candidates: Apply matching ranks.

The second problem is how to compare candidates. My tip: Start ranking candidates based on matching scores or a manual scorecard.

By forcing yourself to collect the exact same information per candidate (about education, work experience, skills and/or personality) you’re not only able to be consistent in what to evaluate candidates on, but moreover this consistency allows you to better rank candidates.

Try to first rank your candidates and show how you created this ranking before handing over the profiles to your hiring manager. You can either do this manually (by creating a scorecard) or by introducing a matching technology.

Equalture’s AI-matching technology helps you to collect crucial information per candidate and predict his/her job fit and cultural fit based on this information.

Equalture’s Candidate Matching Profile helps you to compare candidates.


Solution 3. Standardizing interviews: Formulate and validate.

Now that you have been able to both assess and rank candidates, this final step is the most important one for your hiring manager – because now it’s up to you how you deal with all information you’ve processed so far.

Try to create a list of questions you would ask a candidate if it was up to you to conduct the interview. My suggestion: dive into your scorecard/matching profile which you’ve created in solution 2.

The big pro of having a lot of information prior to an interview is that you can now use the interview to validate your information and findings. Is this candidate really a good match when it comes to culture? Why does this candidate score low on flexibility?

Create a questionnaire where you structure different candidate aspects. For instance, when I have an interview with a candidate, I follow these steps:

  1. In case education/work experience is required: Is there a low/medium/high match? And in case of a low/medium match, is dit blocking for this position?
  2. Did this candidate expect the scores on the assessments? Could this candidate explain why (s)he scores low/medium/high on certain skills or personality traits?
  3. What would this candidate change in case (s)he starts working in this position? Did this candidate think critically about new ideas/improvements?

When I follow this structure I know (i) if the track record is sufficient for the level of this position, (ii) if there’s a good fit on both job skills and company culture and (iii) if (s)he did actually brainstorm about this position.

So that’s it. Assess candidates to be able to collect objective data, translate this data into matching ranks and validate these ranks during the interview.

Do you want to learn more about how Equalture’s pre-selection technology can help your hiring manager make better hiring decisions? Just request a demo and sit tight, because you’re about to make your business fly.

After all, winning teams grow your company. Bad hires kill your company.

Cheers, Charlotte