Hiring Like A Boss: Asking the Right Questions to Find the Best Fit
In last week’s post, I talked about how to start your search for a new team member. Remember, your focus is on narrowing down the resumes you’ll receive so that you can interview the candidates that have the skills and personality that will work best with your existing team. Think of it like this: if you were dating these candidates, would you ask them for a second date? At this point you already know (from their resume) where they went to school and whether or not they have any additional certifications.
That being said, you have to be ready to ask the right questions.
- Choose a set of standard interview questions based on your “must haves” and ideal qualities. The entire purpose of the first round of questions is to determine if they have your “must have” requirements. Here are some sample questions:
- Tell me about your current end of day process. (Must Have=organization skills, work processing).
- We all work better with some people more than others. If I were to speak with the person that least gets along with you at work, what would they say about you? Tell me about a recent interaction between the two of you (Must Have=team player).
Ask every candidate the same questions and record their answers. A table format like the one here will be the easiest. Note their responses, but also watch their body language. Are they open? Are they listening and communicating well?
2. As you begin each interview, let the candidate know that “this is not your typical interview.” Prepare them for the process: you have a list of standard questions, they will do most of the talking, and you have 30 minutes together. Let them know that you will bring the top two candidates back for a second interview.
3. Prepare yourself, as well, for a different sort of interview. We worry about job applicants liking us, worry about what they will think about our business and us as a business owner; to compensate, we tell them about our business, how great it is, how our customers love us. This may sound harsh, but this is not the time for that. The first interview is very much like a first date: its sole purpose is to decide if you want a second date/interview. Get comfortable with silence: don’t feel the need to fill it with your voice. The job applicants will also be uncomfortable with the silence; you will learn a lot about them by how they choose to fill the silence.
4. At the interview conclusion, let applicants know what to expect; you will bring the top two candidates back for a second interview within the next week, and that you will let all candidates know if they are being invited back.
5. Again, rate each applicant post-interview as a 1, 2, or 3. Invite the #1s for a second interview. Thank the other candidates for their time, but let them know that they are not the right fit for your organization.
6. The second interviews should run fairly similarly to the first; as close in time to each other as possible, in a set schedule, and with a list of standard questions. You are looking for those ideal qualities, the “extras” that each candidate has to set them apart from the other. The second interview is your chance to tell them more about the organization and its future, although they should have already gotten the basics from their research.
Remember the ultimate goal: you need a team member that will be a vital part of your business or organization. With that in mind, this is not a process that is to be rushed or done haphazardly. Take your time. Really focus on what your business needs, and not necessarily on what you think you should have.