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How to Conduct an Interview that Leads to Strong Hires
October 25, 2017
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How to Conduct an Interview that Leads to Strong Hires

Does it seem like there are too many candidates vying for your new position? With so many other responsibilities to tend to, you’re likely trying to make the hiring process go as seamlessly as possible. Plus, you probably don’t want to risk hiring the wrong person. On-boarding can be time-consuming, so it is imperative that you find the correct employee in one try. In this post, we’ll explain the primary subjects that you should cover to guarantee that you’re selecting the right candidate. By following this guide, you’ll find a great new addition to your small business’s team in no time!

How to Conduct an Interview in Four Steps

1. Ask Industry-Specific Questions

Small business hiring processes require asking certain, typical questions. These questions can range from information about previous employment, educational background and other basic inquiries. However, it’s crucial to ask questions that pertain to your business’s specific industry to ensure that the candidate has relevant experience.

Every business varies, but a good way to gain insight is to ask the prospect if they keep up with recent industry news. For example, if you own a manufacturing business, you could ask interviewees about recent manufacturing articles they have read. Ask them to list a few manufacturing industry trends; this will allow you to determine if they adequately understand the industry.

In addition, you should ask your candidates about their experience with specific technologies and tasks relating to the role. Before the interview, you should request that they bring samples of their work, if that is possible or applicable to the role. The more that you can find out about an applicant’s familiarity with how your industry works and their experience executing necessary tasks, the easier your hiring decision will be.

2. Present Behavioral Questions

Successful small business hiring departments often acknowledge Charles Swindoll’s quote “Life is 10% of what happens to me and 90% of how I react to it.” Thus, small business interview questions that focus on revealing behavioral patterns are fundamental. Some applicants might have all the credentials and intellect, but what if they have an anger management problem, or consistently fail to meet deadlines? Overlooking behavioral problems, character flaws and professional weaknesses can cause problems for your business in the future.

To learn about your applicants’ personalities and determine how they perform in the workplace, ask scenario-based questions. These questions can include how they would handle difficult situations, what their decision-making process is and how they remediate mistakes.

3. Ask About Setting and Achieving Goals

To be a successful professional, it is pivotal to set personal goals, in addition to meeting an employer’s metrics. Some of these goals could include reaching sales quotas, passing industry exams and completing projects.

In your interview process, it is essential that you ask goal-related questions that will show you how the person could add or detract value from your business. Ask candidates to provide examples of how they have set and completed goals. Inquire about how they took steps to overcome setbacks. By doing this, you’ll likely be able to envision how they could be an asset to your team.

4. Inquire About Ideal Company Culture

When you meet with applicants, it is crucial that you determine whether they’d fit in with your current staff. When employees work well with their peers, you’ll likely see that their quality of work is elevated. So, when going through the hiring process, you should aim to select an individual who will complement your staff.

Company culture varies depending on industry, and each small business is different. Your business might be extremely relaxed, with employees dressing casually. Or perhaps your business is more corporate. Since company cultures can vary greatly, it makes sense to ask questions that assess a prospect’s fit.

For instance, if your company frequently holds sport-related outings like going to baseball games or playing in a kick ball league, you could ask the candidate about their hobbies. By asking this, you can gain insight to see if the applicant would be interested in participating in the types of company events that you host.

Another way to assess a prospect’s fit is to ask about their ideal work environment. This can tell you about their work style and ideal department. For example, extroverted prospects could thrive in sales or customer service roles, while reclusive applicants might excel in a role that doesn’t require a lot of socialization.

Conduct Better Interviews – and Hire the Right Employees!

Interviewing candidates can seem tedious, but by asking the right questions you can recruit the right employee. If you’ve had success recruiting new employees, share your tips with us in the comment section below!

Fora Financial

Editorial Note: Any opinions, analyses, reviews or recommendations expressed in this article are those of the author's alone, and have not been reviewed, approved, or otherwise endorsed by any of these entities.

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Fora Financial is a working capital provider to small business owners nationwide. In addition, the Fora Financial team provides educational information to the small business community through their blog, which covers topics such as business financing, marketing, technology, and much more. If you’d like to see a topic covered on the Fora Financial blog, or want to submit a guest post, please email us at [email protected].
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