Your team is growing, and you couldn’t be more excited - maybe a little nervous too, because as the hiring manager, you're ultimately responsible for making awesome hires for your team. You’ll be fine! Once you've synced up with your internal recruiting partner (if you have one!) on the job description, requirements, and general strategy, it's time to think more about how to find the right candidate, who will be a culture add at your org. Start your hiring process off on the right foot with these tips from some of the GS team:


Make hiring a top priority 

“Recognize and acknowledge that hiring is now a part of your day to day responsibilities. The recruiter will guide you in any way that they can, but ultimately, this is your decision and it takes work. Dedicate time on your calendar everyday to sourcing, interviewing, writing/reviewing feedback, etc. You are the one who decides who fills that seat” 

- Brigid Wixted, Technical Recruiting Consultant 


Communication is key

Treat the relationship with your recruiter as a partnership. Be as communicative and transparent as you can, and hold your recruiter to that same standard. The more honest and open you are, the better your recruiter will be able to find the right talent for your team.”

- Katie Moriarty, Business Recruiting Consultant 


Be Realistic

Katie adds, “remember to be as realistic as possible when hiring, both from a timing and a skill-set perspective. One of the mistakes I see most frequently is when hiring managers want to target candidates who are overqualified for the job, typically because they feel this requires the least amount of time training and onboarding for the candidate. But doing so actually causes a ripple effect: if you're hiring at a more-senior level versus others on the team, you'll create pay disparity, and might upset those who are in peer-roles to the new hire. It also arguably makes hiring needlessly harder, if you're looking for someone who comes in with zero development areas. Remember that it's ok to hire people who will grow and develop into their role for a few years.


Market your open roles

“Seek out creative ways to promote your open position. The goal is to get more eyes and clicks on your job description to cast a wider net for applicants. Your internal team of colleagues each have individual networks of viable talent... Request that they share your job description on Linkedin and social media channels. In addition, if your company has a social media following, ask your marketing team to share as well. Creating a buzz about your organization having new opportunities and being a great place to work is good for you as a hiring manager and good for your employer’s brand.”

- Lauren Barnes, Technical Recruiting Consultant 


Preparation is crucial

“Block 15 minutes before and after your interview to prep and fill out your feedback. When filling out your feedback ensure you have enough information that anyone could read it and understand why you made your decision in the future.”

- Mallory Mazer, Human Resources Consultant


Candidate experience is everything 

Mallory continues, “even if you know a candidate is not a good fit for your organization, they could know someone who is and you want to ensure they are saying great things about your org and your team. Candidates are interviewing you just as much as you are interviewing them.”


Be Thoughtful About Reference Checking

“I’m surprised when hiring teams propose we skip reference checking. While I get their perspective - of course, candidates are going to serve up people who will definitely say nice things about them - that doesn’t mean there’s no value in conducting them. You can still learn useful things from past managers, colleagues, and direct reports of your finalist candidates. Tee up references not as a negative-seeking mission, or reason not to hire someone - but as part of the interview process, and a way to get a more well-rounded view of your candidate’s strengths and areas of development. If you prepare, and ask thoughtful, behavioral questions, you will be surprised at how much valuable information you’ll get, as you make your final candidate selection. You’ll also build your own network, and possibly even source some new candidates while you’re at it! And, if you do want to speak with people other than those your candidate served up, here are some tips for how to handle that (and what to do about backdoor references).” 

- Deb Feldman, Co-Founder 


Hiring is a daunting process, but know that you're not alone. With the right internal (or external) partners, and armed with these tips - you got this! If you find you need a little more help, give us a call!