Hiring employees is inevitable for any business, especially when such business has started growing. As such, employees should be prepared for the interview processes and questions. The goal is to employee the best candidates for the job, and this does come easy. It comes with taking the interviewing process serious, and asking the right questions. Don’t forgot that the right questions lead to the right direction.
Many hiring managers think they can just wing it during interviews, not investing the time, energy or concentration that effective job interviewing requires. This is wrong, and will definitely leave you with under-performing and unproductive employees, costing you both time and money.
Following a process that aims at totally understanding the potential employee is the best approach towards hiring employees.
There are those whose job it is to hire employees. It’s best for the hiring manager to conduct one-on-one interviews with applicants first. He or she typically then chooses a few finalists to come in for a second interview. Further interview should consist a panel including the hiring manager and two to three members of the management team or work group who evaluate the candidate at the same time.
There are objectives behind every interview. Generally, interview objectives are channeled towards employees ;
As said earlier, what you ask determines the result you get. Before the actual interview, write down questions you intend asking, based on areas you think are relevant. While it’s a good idea to have a core list of questions that you ask every candidate, it’s also helpful to jot down some targeted questions as you review the candidate’s job description and resume about areas in which you wish to gain clarification.
Mix up the types of questions you ask, try to get the candidates to open up more through the questions asked. Ask a couple of job context questions to properly evaluate them. Ask off the hand questions to see how well candidates think on their feet.
Pay serious attention to candidate’s answers, and don’t hesitate to veer off course if you feel like following up on something.
After conducting interviews, inform the candidates that they did feedback from you. As soon as the candidate leaves from the interview, collect your thoughts and write down your impressions and a summary of your notes before they become hazy. Equally get other interviewers’ impressions and notes.
Finally selecting someone right for a position in your business isn’t easy. If at any point you find yourself second-guessing your decision, ensure you are guided by the hiring criteria. Changes made to hiring criteria should be influenced by workplace needs, and not how captivating a particular candidate was during the interviews. They key is focusing on your business needs, and you definitely will end up employing the best.
Matthew King is the owner of the Startup Forums, Alkries LLC, and co-owner at TR King Insurance Marketing. Partner at Independent Life Insurance Agent Association, Medicare Training 101, and Final Expense 101. When he's not creating content about running successful businesses here. He's most likely developing processes, diving into SEO, or gaming with his friends and wife.
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