Hiring Managers: You have more power than you think

First impressions matter more than you might realise.

There's a growing theme I've noticed over the last six months, and it lies in the feedback from mining engineering professionals.

Somebody's first face-to-face interaction with an employer has a distinct influence on them. Think about that.  

Now factor in a highly sought after talent pool that has a surplus of options.  When it comes to job interviews, their experience can shape whether an opportunity progresses or stalls. And when it comes to deciding, most candidates may not remember every detail of the discussion, but they'll remember how the interview made them feel. 

This is where you enter the frame. The power you have as a hiring manager is greater than you think.  

You might have no control over a talent shortage, but you can always control the interview experience people have with you.   

And, simultaneously you as their future manager.  

First impressions count 

They count because our brains are designed to make fast judgments with limited information. We tend to give disproportionate weight to the first bits of information we receive about somebody. 

Our brains begin processing things like presentation, facial expressions and body language. Throw in tone of voice, energy levels and confidence, and we start forming an opinion of somebody. 

It's no different for a first date. That may read like an odd comparison, but job interviews and dating have a few things in common. Both involve forming first impressions, assessing compatibility, and weighing up options. That’s before we decide whether there's enough alignment to take the next step. 

We’re both trying to work out whether there's a good fit. 

Before HR sends a strongly worded email, I'm not suggesting you treat job interviews like first dates. Far from it. But the parallels are hard to ignore. Some opportunities are casual flings. Others are long-term commitments. Some candidates play hard to get before committing after enjoying the chase. 

Others make promises, disappear without warning, and two weeks later you've spotted their LinkedIn update announcing a new employer.  

Heartbreaking? Probably not. Familiar? Absolutely. 

Candidates are savvy 

They understand interviews are two-way conversations. They know they need to show up early and they prepare. They want to find out more about what's in the job for them. 

Yet many hiring managers still approach interviews with an outdated approach, indicating candidates should simply feel grateful to be speaking with them. While the message might not be spoken, it's often implied: "Tell me why we should hire you."  

Interviews no longer work this way. Experienced mining engineers, production engineers, geotechnical engineers and technical services professionals have options. Plenty of them. 

They're not only evaluating the role, they're evaluating the leadership, the team, the development opportunities, career progression, the culture, the types of things they care most about. 

The same things that'll influence their decision. 

Put your candidates first 

They're nervous, you're likely nervous. Opening with some questions about them is a sure way to get them on side.  

What's caught your eye about this opportunity? What's most important for you about your next move? What would you say motivates you about your work? 

Start the conversation. Get them talking. Listen to them. Then get technical.  

The alternative is simple 

If you make the interview about yourself, your company, and you're making the other person feel like they're being spoken over, here's some feedback from a mining engineer: 

"If 35 minutes of an interview felt that transactional, what does that say about the years that might follow?"

They've had a glimpse of what working with that hiring manager might feel like, and they withdrew from the hiring process after the company wanted to progress 

Whether you agree or not, this is now the reality. This is what many organisations fail to understand. Candidates won't experience your culture through buzz words in a one-way sales pitch at a job interview.  

Job interviews aren't just opportunities to assess capability. They're a preview of what it might be like to work with you every day… for 12 hours straight. 

Maybe there's a better question you can ask yourself before you step into your next interview: 

"Why would someone choose to work here, and work with me?"  

What have you changed about your job interviews? What's worked and what hasn't? I'm always open to hearing feedback no matter the outcome. You can always contact me here. 

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