You've been promoted, you're leading a team, and now you need to hire—it's your first time running interviews. Here's how to approach it like a seasoned hiring manager.
1. Understand the role deeply
Before you meet candidates, clarify what success looks like in this role. What are the KPIs? What growth will the person contribute? What's the team dynamic? Ask your peers or HR if needed.
2. Structure the interview process
Unstructured interviews lead to decisions based on gut and bias. Set up:
- A phone/initial screening to assess interest and alignment.
- A technical or role-specific task or case study if appropriate.
- A face-to-face (or video) interview with behavior-based questions.
- A culture/team fit conversation (maybe a peer interview).
- A closure: give timeline, next steps, and candidate opportunity to ask.
3. Ask behavior-based questions
The best predictor of future performance is past behavior. For example: "Tell me about a time when you had to handle a difficult stakeholder." Don't dwell only on skill—probe for mindset, resilience, learning.
4. Evaluate for growth, not just experience
Especially in fast-moving teams, you may prefer someone who shows a growth mindset over someone who "checks all boxes." Ask: "What have you learned in the last year?" "How have you adapted when things changed?"
5. Sell the opportunity
Interviews aren't just for the company to evaluate—they're for candidates to evaluate you. Be sure to describe the team culture, growth path, challenges, and expectations. Authenticity matters more than embellishment.
6. Close strong
End the interview by clarifying next steps, timeline, and what matters most to you as a hiring manager. Make sure the candidate leaves feeling respected and informed—even if you decide to move on.
Conclusion
Interviewing isn't just checking boxes—it's meeting someone whose success contributes to yours. Approach it with structure, empathy, curiosity, and you'll build better teams and stronger relationships.