How To Interview A Candidate More Senior Than You?

As a recruiter, you have to be prepared in various ways to ensure that you get the best talent out there for your company or organization. While a good recruiter is always more than prepared for any such situation, most of them find it tricky when they have to do a senior candidate interview. This is because hiring usually follows a top-to-down pattern. This means most of the time, the recruiters interview candidates who are junior to them in the hierarchy.

However, what happens when they have to interview someone who is interviewing for a role that is far senior to the recruiter? It is here that companies need to have a well-structured set of guidelines to ensure that the interview experience is not only smooth but is also devoid of any bias.

These guidelines need to be strictly followed during a senior candidate interview if the company wants these exercises to be fruitful. So, what are the steps that companies should take to ensure that they conduct the best senior candidate interview?

Also Read: What is Disability bias and how can we solve it?

Does more experience mean being overqualified?

Sometimes, in your career, you come across people with much more expertise and knowledge about certain things. In an interview setting, there may be several instances wherein the candidate you are interviewing has more technical knowledge and experience. In these situations, it is imperative to understand a few things for a senior candidate interview.

Work does not have to be adversarial. It moves swiftly if you can move towards the goal and establish cohesiveness to get the job done. This is common in many fields, such as cybersecurity, finance, and healthcare. The interviewer may not be an expert, but it is necessary to be well-versed in what the project needs to ensure the candidate can deliver. 

As a hiring manager, there are roles in your team outside the spectrum of your competency. It is critical for the candidate not to lecture, as it can be perceived as patronizing or arrogant.

Also Read: What is Gender Bias in Hiring? Solutions to Prevent it

Whether you’re conducting a senior cadidate interview or someone who’s held higher positions, your approach should involve:

• First, you are far more experienced in the company’s goals. Their primary purpose is to find a candidate who will fit the job well to help the company advance.
• Second, you are trying to find people with good candidate experience, irrespective of the interviewer’s expertise. For example, suppose you are interviewing someone more senior than you, and it becomes apparent during the interview that the candidate knows more about the market for the technology than you. In that case, you should not let the competition get in the way. Instead, hear the candidate and understand whether his expertise makes him a good fit. This is also an excellent way to interview candidates for leadership roles successfully.

Also Read: Revolutionize Your Hiring Process With AI-Driven Pre-Employment Assessments

How do you approach a senior candidate interview?

Here, we have outlined some valuable strategies that you can use for when interviewing a senior candiate: 

Research Well

Conduct thorough research beforehand for a senior candidate interview to gather all the necessary information. Read their CV and also make sure to check their LinkedIn profile to understand their background. Doing this will ensure that you do not waste time discussing the candidate’s background, and you can talk about the position and goals needed to be achieved. This can be achieved by conducting thorough research before the interview is scheduled.

Outsource to a Recruiter with Expertise

Several positions require a certain amount of expertise and skill to conduct a fruitful interview. There are several industries wherein hiring managers can’t be generalized recruiters as it would affect the decision of hiring the correct candidate. When you’re unsure about interviewing someone who is more senior than you, it would be beneficial to seek the help of an interview process outsourcing company to facilitate the hiring process. Moreover, your company would benefit from hiring a good candidate without error.

Make sure the candidate takes the lead

No matter the age or experience of your candidate, whether they are old, young, or a freshly graduated student, it is imperative to allow your candidate to show their personality when conducting a senior candidate interview. To do so, ensure that your candidate takes the lead and does most of the talking, as this would help you to assess the candidate’s true persona. Ask them about their hobbies, interests, reactions to real-life scenarios, and opinions. This will help you gauge whether the candidate is a good fit for your team beyond the basic knowledge and experience required.

Also Read: What is Racial Bias in Interview? How to Prevent it

Share Your Experiences

The one thing of certainty for a senior candidate interview is that the candidate is an experienced professional. They have enough expertise; they’ve researched or have some idea about your company. Expand on that. Share your experiences, why you love working at the company, your opinions, etc. This will help your candidate better understand your company and its culture.

As a hiring manager, unprecedented situations may arise, requiring quick, on-your-feet thinking. What is important is to analyze calmly, do enough research, and talk to your team sufficiently. Suppose you come across a highly experienced candidate, much more than you. In that case, it is necessary to tailor your questions and the interview process to assess their application in an improvised manner.

BarRaiser is committed to ensuring that the senior candidate interview goes smoothly and our readers understand the necessary steps that need to be taken to facilitate a successful hiring process.

Use tools like BarRaiser

BarRaiser is an AI interview platform that simplifies and improves hiring. Here’s how it helps make recruitment smarter and more effective:

AI-Driven Question Creation

BarRaiser’s AI bot simplifies interview preparation by generating precise questions based on role requirements. For instance, for a software developer skilled in C, C++, and R, the bot can create tailored questions with minimal input from the interviewer.

Dynamic Question Adjustment During Interviews

Recruiters can use BarRaiser’s AI bot in real-time to analyze a candidate’s resume or the ongoing conversation. This allows for generating additional context-specific questions, ensuring a thorough evaluation of the candidate’s skills.

Comprehensive Recording and Transcription

Every interview conducted through BarRaiser is recorded and transcribed. These recordings are uploaded to a centralized dashboard, making it easier for stakeholders to revisit and review key moments of the interview.

Collaborative Assessment on a Unified Dashboard

BarRaiser’s dashboard enables collaborative analysis, allowing hiring teams to review interviews collectively. Team members can add notes, highlight insights, and contribute to identifying the most suitable candidate for the role.

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FAQs

How to handle a senior candidate interview?

Focus on aligning their expertise with company goals. Keep the conversation collaborative, emphasizing their fit for the role and organizational growth.

What strategies ensure success in a senior candidate interview?

Research their background, involve expert recruiters, and let the candidate lead. Share insights about company culture to foster mutual understanding.

How should a hiring manager adapt when interviewing a more senior candidate?

Adapt by tailoring questions to assess practical expertise. Stay calm, research well, and engage meaningfully to evaluate their alignment with company objectives.

Should you hire someone more qualified than you?

Yes, hiring someone more qualified enhances team capabilities, brings fresh expertise, and drives better results for the organization.

So, with BarRaiser, you’re getting both quick hiring and quality hiring. Our tool also places an emphasis on diversity and inclusion, which helps eliminate hiring bias and ensures that our clients find the best and most suitable candidates for their workplace.