One of the biggest challenges for business owners is ensuring that the people that they hire are qualified, experienced, and suitable for the jobs being advertised. It is very common for people to lie on their resumes, which complicates matters even further.
Without a doubt, the most effective way of determining whether or not a candidate is right for a position is to interview them. Very few people can lie effectively in job interviews, because they can be very intense. Interviews make separating the wheat from the chaff a lot easier.
This post will tell you how you can conduct a successful job interview.
Conducting a job interview isn’t easy. It is just as nerve-wracking for the interviewer as it is for the interviewee. Because of this, interview skill training might be worth considering. If you are worrying more about yourself and your performance in a job interview than the candidate, then you won’t be able to effectively determine their suitability. It is also worth noting that if you don’t have good interview skills, then your questions might not be effective.
Before leading an interview, you need to make sure that you have carefully planned out the questions that you are going to ask. The worst thing that you can do is to not plan out your questions, because you will be put on the spot and could end up asking things that aren’t relevant or that sound stupid. In skills training, you should be taught what the most effective questions are. You can also read online guides for interviews and even lift questions straight out of instructional articles. You should also give candidates the opportunity to ask you questions, too.
If you want to hire the most suitable and qualified candidates, then you need to make the interview as casual and relaxing as possible. Even the most experienced candidates can buckle under pressure. If you want to reduce a candidate’s stress, then a very easy way to do this is to send them some of the questions you will ask by email the day before, so they can prepare. You may also want to interview more informally (i.e., on armchairs and sofas, without a desk separating you from the candidate).
A good way of making interviews less stressful for you is to involve others. If there are any senior staff members who have experience in interviewing, then you can ask them to join you. If the person that you are hiring is going to be working under a specific person, then you might also want to bring that person along to the interview, too. Bringing the person that the candidate is going to be working under will give them an opportunity to meet them and to get to know them. Involving other people can make the interview more stressful for the candidate though, which is something that you should be aware of.
Before getting to the interview stage you should perform a few background checks on the candidate. Most businesses only do background checks after, but it’s a very good idea to do them before, too. You can pay a private investigator or professional screening service to investigate your candidate’s social media pages and any information that is available about them online. An internet search can tell you a lot about a person. Once you are satisfied with the candidate and have performed a screening check, you can then move on to checking their criminal record and referencing them.
Important: Don’t forget about reviewing resumes that are send over!
Most companies have a company culture. It is important to make sure that the person that you are hiring fits into your company’s culture. Even if a person is a fantastic candidate if they don’t fit into your company culture then there’s no point in giving them the job, because they could clash with other employees. It is very common for internal conflicts between employees to lead to people quitting their jobs, which could lead to you losing qualified and experienced staff members. Involving other people is one effective way of determining whether or not a person fits into your company’s culture.
Sell the Job
A lot of business owners or people charged with interviewing candidates make the mistake of thinking that the candidate should be selling themselves to them when in many cases they should be selling the job to the candidate. If an especially talented candidate comes up, then you need to sell the position to them as much as you can. In addition to talking up the position in the interview, you should talk about the benefits of working with your business, which could include health benefits, bonuses, and lots of vacation time.
After a successful interview, it’s often a good idea to hold a follow-up interview. The purpose of a follow-up interview is to just double-check a candidate’s suitability. If you come away from this interview thinking that the person is a suitable fit for your company then you can reach out to them on the same day and make them a job offer. When you are making them a job offer make sure, again, that you include information about all of the benefits that the person gets from working with your company. If the candidate is especially talented and you think that they would be a good fit, then offer them even more benefits than you ordinarily would.
Finally, it is often necessary to negotiate salary with interview candidates. This is especially true if you are very interested in the candidate. Make sure that when you are negotiating salaries you don’t lowball them. It could be that the person has received several job offers and is looking for the one with the highest salary. Low-balling could put them off and stop them from wanting to go ahead with working for you and your company.
Interviewing staff can be a challenge, even at the best of times. If you aren’t a very good interviewer, then you should consider skills training. In addition to skills training, take all of the other points mentioned here in this post into consideration, so that you can make each interview count.