Adjusting Your Interview Process to See Better Results

Operating a small business comes with a number of challenges. One of the biggest obstacles you are likely to face is hiring the right people to work for your company. In the earliest years after founding your company, you will have a limited budget and resources to work with. This means the men and women you bring on your team need to be worth the investment. Unfortunately, many business owners struggle during the interview process and neglect to focus on key qualities of exceptional employees. Luckily, there’s always time to make improvements.

What Is Given?

No matter how you conduct your process, there are certain qualities you will always be able to pick up on in an interview setting. For one, you’ll be provided with all of the details available on the resume of the applicant. While this data can be useful, it should also be taken with a grain of salt. People embellish their credentials all the time. The marketplace is competitive and people need jobs. This is why you need to look beyond what’s on the paper in front of you.

The interview will tell you a lot about a person’s personality and problem-solving skills. Someone who seems neat and organized, for example, may be a key candidate to develop a cohesive sales proposal. Still, you need to hone your actual interview questions so you can pull more out of the interviewee.

Create Connections

When looking over the work history of the applicant, you want to do more than learn about the tasks the individual was responsible for. Take things deeper by asking the potential employee to tell you how his or her previous duties relate to the job opening. If the person doesn’t have a good answer, then they probably are not a good fit. The individual who expresses in-depth knowledge of how his or her skills will translate to a new position is one who can think on the fly and solve a problem when it is presented.

Why This Industry?

The industry you operate in is specific. Whether you are responsible for repairing healthcare equipment or you sell trendy bracelets to tweens, the sector your business exists in should dictate a bit of your interview. Ask the candidate why he or she is involved with this industry. What about your company and what it does intrigues the applicant? While you can’t blame people for applying for jobs in new fields, you may get more out of someone who has a specific reason for being in this particular line of work. Passion can be a fantastic trait in a potential hire.

Describe the Company

A fun way to get interesting answers out of candidates is by using unique questions. Pose a scenario where the applicant has to describe your company and its mission to a third party. This question will help you understand whether or not the applicant knows the first thing about what your business does. Beyond this, you’ll be able to get a feel for how this employee could benefit you down the line. Landing new clients is always easier when you have team members who know how to speak positively about the business.

Avoid the Stereotypical Questions

No applicant wants to hear “where do you see yourself in five years?” No matter how many blogs or advice books tell you this question is useful, it really is not. Usually, you will get contrived or forced answers. Most people are familiar with living in the shaky, unpredictable economy that has dominated the world for many years. Talking about the future yields less consistent results in applicants than it would have in the 90s. Instead, focus on industry- and applicant-specific inquiries that will bring about concrete answers.

Improving your interview process is all about rethinking the questions you ask. Give yourself time to explore different options for what to discuss in the interview and see how it helps you land the right people for the job.