You’re adding a new member to your team, and you deserve a rockstar to help grow your small business. With the right focus, you can hire top talent that will elevate your business to the next level.
You may think you don’t have the knowledge, experience or resources to hire the best person. You might feel overwhelmed about hiring because making the wrong decision can create a toxic work environment, fail to meet your expectations or end up costing you money in the long run.
You want to find someone who will compliment your strengths and weaknesses, have a growth mindset that fits your company’s goals, and improve its culture.
Check out these tips for creating a hiring strategy that focuses on your company’s culture, values and team integration to help you punch above your weight getting you the right hire.
For every good interview process, there are a million bad ones. Finding the right one depends on many factors unique to your business. What is the company culture, requirements of the job and size of your business? These are all factors which will help define which processes you enact and which ones you don’t. While there are many things you will want to consider, here are some things every interview process should keep in mind:
Before you start the interview process, the first thing you need to do remember that by putting out the “help wanted” sign, you are saying “I need help”. Acknowledge this from the get go and get into the right mindset from the start. Your focused should be finding the best candidate to help you and your business, not who survived a gauntlet of questions and tests.
When you start the interview, be humble, with an open mind and be glad that this person wants to work for your business.
When you decide to send out an offer to a candidate, your decision may have a profound effect on their life. They will have greater financial security, a more fulfilling career and be one step closer to their life goals. Candidates may depend on getting this job and are worried about saying one thing that you don’t like.
This is why it is important to remember: Good interview skills does not mean good job fit. Don’t be dazzled by how well someone interviews because talking the talk isn’t walking the walk. When you focus on how well someone interviews, you may miss out on many of the skills that matter for the job and you might skip over the most qualified person.
Try and make your candidates comfortable. Offer them some water or coffee when they first come in. Candidates often come early, so let them know where the facilities are and give them an estimate on how long they may have to wait. By putting them at ease right away, you will get to know the person during your interview and learn how they would work on a regular work day.
Too often interviews are seen as interrogations, trying to find a ‘gotcha’ moment where so you dismiss them. A good interview should be closer to comfortable conversation where you both learn about each other in a real and honest way. Don’t focus on trying to catch someone in a lie.
Instead, listen and consider their responses carefully. You will be more engaged in the conversation allowing for open and honest discussion and the candidate will notice. They will see you are interested in their answers, and be more candid, enabling you to make more informed decisions.
Whatever you ask during the interview should focus on three things:
Here is a list of questions and answers to look for that you can use as a starting point to hire the right fit for your business.
The technical part of the interview will vary greatly depending on the specific requirements of the job. There are some basics you need to cover such as legally required certifications, or if they have experience with the essential tools needed for the job.
This part of the interview focuses on how well they will mesh with the current make of your business. Are they a lone wolf and your team is highly collaborative? Do they prefer to rely on colleagues as a resource when you expect autonomy? Do they react to stress in a way that might be disruptive? You are trying to discover traits a candidate has that should not be thought of as good or bad, and instead as traits that might not jell with your team as it is currently made up?
Good candidates will have shared values, not shared traits. You want to find out if this candidate will not only do the job they are asked to do, but if they will go above and beyond. Will they bring passion or negativity? Do they have pride in their work and are unwilling to comprise quality? Will they put in extra time to get the job done and will they be invested in helping your business grow?
If you start to get answers that don’t line up, or you get a feeling in your gut that something doesn’t fit right, it is time to dig deeper and get a better picture of the candidate. Your intuition might not indicate a lie, and the candidate might be nervous or explained a point poorly. That shouldn’t disqualify a candidate, and you should give them a second chance to explain themselves.
When you receive an answer that doesn’t sit right with you, or that might contradict something they said earlier, ask follow-up questions:
You deserve the best possible hire for your business. Follow these tips, and you’ll be pointed in the right direction to hire someone that is a good fit for your company. Not just because of experience, or their ability to answer questions, but because you know what drives them, how they’ll mesh with your company culture, their values and how they will integrate with your team.
Got the interview process down pat but need help attracting more potential candidates? Read How To Compete with Corporate When Hiring For Your Small Business for ideas on how to make your job posting shine above the others.