Interviewing potential employees is a crucial step that many business owners fail to take seriously, meaning they don't land the right people for their teams. That's why we put so much time and care into this post to outline everything you need to know about how to get ready for an interview, what questions you can ask (and what not to ask), and when it might be a good idea to hire a professional outside HR consultant.
It's no secret that interviewers who are experts in their fields are prone to bias. You must know what questions you should ask and how to ask them so that you don't come off as pushy or ignorant.
The most important thing to do as an interviewer is to show you have done your homework. You need to understand what the person you're interviewing currently does and what they are supposed to do. You can ask open-ended questions that get at specific examples of skills they have used or solved problems. The key is asking them to tell you something specific that will help you determine if they possess the skills necessary to do their job well.
Given the high cost associated with interviewing candidates, it is essential to make sure you are getting benefits from your investment. Here are five of the most common uses of interviewing candidates.
Each candidate you interview possesses different skills, knowledge, and traits that help you find THE perfect match for the company.
Interviewing gives you more information than just checking off boxes on applications or conducting one-on-one interviews in person. It helps you learn how people think by watching them work.
Personnel specialists know that most of the best candidates do not apply for jobs - they are overlooked or skipped over. Therefore, they are less likely to be a good fit for the company and thrive as employees. Interviews can help uncover these hidden gems who would eventually be high performers on your team.
Candidates with disabilities, different ethnicities, or members of the LGBTQ community are often turned away when applying for jobs. These potential employees are not qualified to fill the position in some cases. In other instances, however, pre-judging candidates are merely wrong. Interviewing candidates can help you discern who should be hired and who should be disqualified from consideration.
When you interview candidates, you will create a bond with them. These connections can be something you can use to your advantage moving forward. You may be able to refer an employee or a friend when they apply for a job in the future, and they may get hired based on that referral alone.
Follow these tips to boost your screening process and ensure you benefit from your investment in interviewing candidates.
Your interview can go from complex to assured success with the proper considerations and preparation. Here are some of the best practices for interviewing that anyone would benefit from knowing:
Just because you have a job opening doesn't necessarily mean you need to hire someone. While it is true that sometimes you can't avoid hiring somebody who isn't wholly qualified, it's better to hire someone who is fully prepared. Hiring somebody who is not suitable or has experience with different programs may cause their work to be subpar and could ultimately hurt your business.
If you're interviewing several people, make sure you keep things organized and don't let yourself fall behind on any of the tasks that need to be done during your interview. The last thing you want to happen is for any potential employees to leave because they couldn't keep up with what was expected of them.
Some potential employees can never successfully perform the tasks they will be doing in your business. Do not be afraid to let them practice with your current employees. It will help them get a feel for what is required from them and help them perform every task, even when dealing with new customers.
If you are interested in hiring somebody, it's a good idea to check their references before making them an offer. You can find out this person's history of employment and see how they worked with the company in the past.
While this may be a tempting thing to do, avoid choosing to hire somebody because you feel sorry for them or because they were perfect during their interview with you. If you choose to do so, the chances are that your business will ultimately lose money and end up not having a great employee who isn't ready for what they're doing.
Don't give up on something just because somebody else doesn't seem like a fit for your company at first glance. You may find that they're precisely what you're looking for, but only if you give them a chance. The nice thing about this practice is that it's never too late to change your mind if things don't turn out as expected.
Sometimes potential employees will say something that will make you think they were a great candidate. While it may seem like this person was a perfect fit for your business, there's a chance that it was just one of those things that came up during their interview process. It is why it's essential to keep an open mind when interviewing potential employees and see what they're really like on their own, rather than just relying on what they tell you during the interview.
Don't judge them based on what you see of them outside of the interview process. While it may make sense that you have a particular image of who they are, it's best to avoid this and instead base your judgment on what they've said and done during the interview process.
Try to figure out what the person likes and doesn't like in a person before working with them. It will help you establish a rapport with them as soon as you meet them and let you know if they're one of those people who can be trusted with your business.
Be honest and open with them when you give them feedback on what they didn't do well during their interview process. It will help them understand what areas of their work need improvement so that things will progress more smoothly next time around.
Make sure you determine the essential factors of success of the job they're applying for before doing anything else. It will help you figure out what kind of questions to ask them and help you determine if they're going to be a good fit for the available position.
If you're hiring a potential employee who is used to doing things a certain way, be sure to make them aware that your company may require them to do things differently from what they are used to doing. Make sure they're comfortable with this, and it will help them be much more willing than those who are not so open about the fact that their work may change at some point.
If you're going to have a committee interview a potential employee, select the people involved with this process before the big day. It will help keep everybody honest and make it easier for everybody to follow through with their duties during this time.
Ensure that your potential employee knows precisely what you want them to ask during the interview process. It will allow you to have a good time while they're being interviewed, and it will also give this person something to focus on while talking with you.
If you've had a bad experience with a particular potential employee in the past, be sure to let them know about it as soon as they walk through your door. It will allow this person to understand that they will not be judged solely on past experiences with them and will offer them a chance at redemption should they prove themselves wrong this time around.
While you want to be sure that the potential employee will be an excellent fit for your business, you also don't want to hire someone who will be a complete waste of time. Ask them if they've done anything like this in the past, and if not, it's best to avoid hiring them at all.
Although this will vary depending on your state, you need to ensure that the hiring agreement is apparent on any legal matters before making an offer to the potential employee. It includes things such as payment terms, payroll, and benefits.
As you interview a potential employee, take notes of specific things that they say so you can use these points as part of your interviewing process later on. It will also allow you to base your decisions about who to hire on facts rather than merely on feelings.
Don't just go off what they tell you during their interview process. Be sure to ask them about their previous experiences, especially those related to working in a similar environment, so you can gauge how this person would fare with the current work environment you offer.
Understanding what your potential employee wants during their interview process allows you to give them a chance at something they may be interested in pursuing. You need to be sure not to make any assumptions about your motivation.
If you're interviewing a potential employee, allow them to ask you questions as well. It will give you a chance to get to know them better, and it will enable them to get answers to concerns that they may have about the position.
If your potential employee has been looking for a new job for an uncomfortably long time, consider why this person may be looking elsewhere. You don't want someone utterly disinterested in what you have available, so make sure that their enthusiasm is worth investing in before making an offer.
While the interview process is a two-way street, you must listen to what your potential employee says. You cannot tell if this person will fit in with your business by just talking to them, so make sure that you're also paying attention. It will also help you determine who fits in best with the general work environment.
If they have specific things they're trying to accomplish, this will help you decide if the right person is being hired. If you find that this isn't the case, it's better to find a different person who will be able to achieve things as desired rather than letting someone come into your business who doesn't care.
If you find out something during an interview that you want to follow up on, make sure you do this immediately. If they lied about something or otherwise seemed confused, check their story with someone else who can give you a second opinion. You don't want to be in a situation where they lie on the job and jeopardize your own company's success.
Make sure you have someone helping out with your interview process who understands what needs to happen if you hire this person. It can include making sure they know the responsibilities of each job and what's expected of them for them to do an excellent job for the company for which they are employed.
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Written and Published By The Strategic Advisor Board Team
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