Questions You Should Be Asking If You're A Female Hiring Manager
Working as a female hiring manager can bring a host of challenges. All-around, it’s a tough gig because the decisions you make can go on to have ramifications for years to come. One bad hire could cost your organization a fortune.
In this post, therefore, we take a look at some of the questions female hiring managers should be asking themselves before taking on any new recruits. But suffice it to say, these questions are the same if you’re a male hiring manager too.
Does this candidate fit the culture?
Choosing candidates based solely on their credentials is usually a bad idea. That’s because when a person comes to work, they do much more than fulfil a role. They’re also a fully-fledged human being with their own expectations and ways of relating.
Unfortunately, sometimes, their personality can clash with the company culture you’re trying to build. And, if it does, it can harm your entire enterprise.
It’s critical, therefore, to come up with a process for determining whether a new hire is likely to blend or not. Even if they look great on paper, you should get a gut feeling about a person and whether you should bring them onboard.
Do I need professional help to source good candidates?
Sometimes hiring managers go to a private or public sector recruitment agency to source talent for them. But whether you do this depends very much on the kind of recruitment you’re doing. In many cases, going to agencies can be helpful, such as when you need to hire a large number of people to similar positions - such as warehouse staff - or when you need a specialist. However, you may be able to get the person you want simply by leveraging your current network.
Does this candidate respect my values?
As empowered and liberated women, we’re always looking for candidates who respect our values. We need people who see us for more than our bodies or gender and as living human beings with thoughts and goals of our own.
It’s critical, therefore, for female hiring managers to work out whether the people they hire have the same progressive views. Companies must operate on mutual respect.
Does the candidate seem proactive?
The era of passive workers is well and truly behind us. Most companies need people who are willing to take on difficult tasks without first being prompted to do so.
It’s critical, therefore, that you evaluate candidates’ proactivity levels. How willing are they to venture forth with their ideas and put them to good use?
Does the candidate offer new insights?
All good hiring managers know that the bigger the mix of people in an organisation, the better the outcomes. That’s because when people come from different backgrounds and experiences, they’re able to create well-rounded products and services that appeal to customers.
Unfortunately, some companies can get into the habit of hiring a bunch of people who are just like them. And that can eventually take its toll. The organisation begins to stagnate and it’s hard to generate new ideas.
Getting a more diverse group of people together, therefore, can be beneficial for EVERYONE.