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Interview Tips To Find The Best Hires

3D man TeamInterviewing for a job can be a nerve-wracking experience for those seeking employment, but it’s often no picnic for those on the other side of the desk either. Small business owners who have a handle on the interviewing process generally end up with successful hires, but for those who haven’t refined their interviewing skills, the results are less predictable. Sometimes they wind up with the right choice and other times they end up with a problem.

According to Sharon Armstrong, president of Sharon Armstrong and Associates, there are simple strategies to gain control, and one of the most effective tactics is behavioral interviewing. This approach is based on the principle that past behavior is the most likely predictor of future on-the-job behavior, whether this behavior leads to success or failure.

Armstrong, who is author of The Essential HR Handbook, believes that behavioral interviewing reveals much more about a job applicant because it encourages deeper conversation and engagement, allowing the interviewer greater insight into a prospective candidate’s attitude, decision-making, coping skills and so on.

Effective job interview questions might include:

  • How do your skills and experience qualify you for this position?
  • What’s an example of how you prioritize your work?
  • Explain an instance when you encountered a problem at work and tell me what you did to bring about a solution.
  • Describe a situation in which you were required to work under pressure and how you reacted.
  • Walk me through your best customer service experience.

Business Exit PlanningTo prepare for a behavioral interview, analyze the list of duties the job entails and build questions off this list. It’s also up to the interviewer to set the right tone and establish the rapport that will make the candidate feel comfortable enough to respond fully to the questions.

Be sure to have the applicant’s resume on hand along with an assessment form to record your impressions. Keep in mind that the purpose of the interview isn’t just learning about the candidate, it’s also about creating goodwill (and good word of mouth) for your company, whether or not you end up hiring the person.

During the interview, take note of any red flags.

  • If the candidate can’t tell you how their skills match your needs.
  • If there are inconsistencies between the resume and what they’re telling you.
  • If they have no idea what your company does, demonstrating both a lack of preparation and initiative.
  • If they reveal confidential information about a former employer or talk negatively about them. (They’ll likely do the same about you.)

As for ending the interview, Armstrong’s favorite question is: As we close, is there anything else you’d like me to know about your skills?

And always keep the process professional and organized, she said. “Never give an applicant reason to believe that he or she is a shoo-in or rejected. Make sure to tell the candidate when he or she can expect to hear back from you, and keep that commitment.”
If you would like learn more about how you can create a powerful recruiting, job matching and employee retention program, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.

Need To Hire Seasonal Employees? You Need To Read This…

12 Principles of Advanced Business CoachingFor small businesses that are punctuated by seasonal highs and lows, hiring up for the busy times can present additional stress to an already burgeoning to-do list. Stephanie Eberhart, managing partner of TalentRemedy, believes success lies in tackling the process well in advance, even up to three months prior to the busy season. Hiring early takes the pressure off, and encourages an organized and efficient process.

Before recruiting begins, consider how many seasonal employees are required and what timeslots need coverage. To help ensure a successful process, you should also:

  • Understand the taxes and benefits you might need to pay. True, most seasonal workers don’t receive benefits, but employers are still obligated to pay some taxes (such as social security).
  • Develop a detailed hiring plan. There are a plethora of tools available to reach prospective employees, such as social media, job boards, want ads, a help wanted sign in your window, word-of-mouth, employee/customer referrals and even reaching out to local high schools and universities. Determine which methods offer the best opportunities for connecting you to the most appropriate seasonal hires.
  • Use a temp agency, if necessary. Temp agencies can alleviate pain (recruiting, screening and so on) points by handling large portions of the process.
  • Develop up-to-date job descriptions. Describe daily duties so potential hires understand exactly what’s required for the temporary role. Be clear about expectations so both parties know what will and what won’t happen once hired, and provide clear information about the employment period. False expectations can cause unnecessary issues in what should be a short, but productive, tenure.
  • Conduct a thorough interview. Don’t rush the process because you’re evaluating temporary hires. Follow the same rigorous protocol as you would with full-time employees, and conduct your usual background and reference checks.
  • Gather specific schedule information early on in the process to avoid potential conflicts. Eberhart suggests confirming time off needs during the interview. You don’t want to find out after a hire that they need two weeks off during your busiest time.
  • Hire for attitude, as well as aptitude. You’ll need someone who can get up to speed quickly and be proactive when it counts. A good attitude can spell the difference between someone who grows surly during hectic times and one who will cheerfully go the extra mile.
  • Take the time to train. You might be gearing up for your peak period, but you still need to provide the necessary training. Temporary or not, these employees represent your company. Also, don’t forget to train seasonal employees on company policies, such as discrimination and harassment.

L3D-white-man-Jigsaw-solutionastly, don’t lower expectations because these are temporary hires. “Your business’ reputation may depend on a seasonal worker’s performance,” Eberhart said. “And don’t assume that seasonal work is just seasonal. If they do a good job, you may end up hiring them on a permanent basis.”

If you would like learn more about how you can create a powerful recruiting, job matching and employee retention program, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.