Interviewing Candidates – the Good, the Bad and the Ugly for Business Managers

10am on a Monday morning…

A typical business manager looks at his schedule and sees a long list of tasks to be accomplished – follow-ups with team members, monitoring projects nearing deadlines, sending reports, attending meetings. The day seems full of important stuff to take care of. Just then, another calendar request comes in requesting the business manager to interview a few candidates for a certain position.

Let’s put ourselves in the shoes of this business manager and try to imagine what it must feel like. On one hand are the tasks that are priorities and he/she is accountable for. On the other hand is a responsibility that line managers are expected to carry out, to beef up the organization’s resource pool and to match urgent project requirements.

The choice is a tough one to make, but more often than not business managers end up interviewing candidates, which takes away a large chunk of their day.

Now some may call this a good investment of time from the holistic business perspective, but if we boil it down to a line manager’s day-to-day responsibilities, the implications can be dear. In the quest to ensure the right candidate is shortlisted, the business manager may have to compromise on the amount of attention needed to ensure a project meets its delivery deadline. He/she may not be able to dedicate the time their team demands to resolve project issues. Important reports that have a set ETA expected by the management may get delayed.

The ramifications can be manifold – business managers might end up tarnishing their reputation, when all they are doing is what’s good for business.

So what should they do? Decline requests to interview candidates? That’s not possible and not expected from line managers, because curating the right candidate for a position is a part of their job responsibilities.

So what is the solution, you ask? If only there was a way by which strictly screened candidates are brought in, so that the organization spends minimum time in the on-boarding process and ensures a smooth transition to on-the-job responsibilities.

SkillMirror is a cutting-edge solution that uses a research-driven, technology-powered approach with an expert human touch to curate candidates and match them to organizational manpower

requirements. Our process involved detailed client research ensuring a best fit is found within timelines, skill assessments to ensure skill fit and a lot of other touch-points.

This ensures that when a SkillMirror candidate walks into an organization, an immediate comfort level is established with the new talent as the candidate’s skill set and project requirements match to a T.

For more information on how SkillMirror can help in satisfying your organization’s manpower requirements, log on to www.skillmirror.com