🔍 How to spot a humane hiring manager

The other week, I put out a call for those mythical creatures – humane hiring managers. And wow did you all deliver! Thanks to your recommendations, I spoke with two hiring managers who were praised by job candidates for their approach to the interview and application process.

Here's what these conversations brought home to me – there is a key mindset that sets apart hiring managers who treat candidates as humans versus those who don't:

Are they looking to extract? Or invest?

This goes back to the shopping vs. competitive approach to the job search: when you're evaluating whether you want to buy what a prospective employer is selling, the way they approach hiring will tell you a lot.

Why would a hiring manager only be looking to extract value from plug-and-play candidates? As Doc Brown from Back to the Future would say:

That approach is a signal that they're not considering what is possible over time. And it's an indication that they may be working in a culture that does not value individual growth of their employees.

In contrast, the hiring managers I spoke with designed the hiring process to find a good fit with candidates.

"We set the rules for how all of this works, so why not make it welcoming and accommodating and make people want to work here?" said John Hernandez, co-director of OpenNews, who was recently hiring for a community manager.

Better fit, better hire

One nominator called the interview process with Hernandez "refreshing," adding "the conversation felt real, where I could also evaluate if I'd want to work with them." Hernandez sent candidates interview questions ahead of time and invited candidates to start the conversation where they would like. (Supporting subscribers, check out his pre-interview email template in today's 🛶 Career River Connection 🛶 below.)

"During the hiring process, I do sweat the small stuff because I want to put the hiring candidate in the best position that they can be," he said. "In the end, you're probably going to end up with a better hire as a result."

Sonya Quick, Director of Membership for CalMatters, said she prioritizes interview questions around to find how a candidate's personal mission overlaps with the mission of the organization and the role. Instead of looking at what the person in the role will do, she said it's helpful to know what difference the position should make, focusing on the why instead of the how.

"The reason why I believe people can do things that they have not yet done is because I've had people who believed in me," Quick said.

She credits the leadership at CalMatters with supporting and modeling a thoughtful hiring approach, saying hiring managers can extend that generosity to others to help them grow into their roles.

But doesn't all this work take a lot of time?

"You will come to find that the person you are hiring ends up being happy, fulfilled in the role, and that the organization will see a larger benefit than if you only focused on these are the exact things they're going to do," Quick said. "I think that starting from a very human place will just lead to someone who really deeply believes in the work."

Happy navigating,
Bridget

🔌: OpenNews is available to consult on hiring practices: Get in touch with john@opennews.org with questions or to learn more.

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