As a local business owner I often find myself looking for talented individuals to join our team. Over the years I have interviewed a number of candidates and I’ve found that three things shape my hiring decisions.
Are they hungry?
Whether your business is high-tech or low stress, employees who want to better themselves and continue to learn are valuable to an organization. Here are a few questions I ask during the interview to make sure the applicant has the drive to take on whatever projects are needed to get the job done:
- What factors are crucial within an organization and must be present for you to work most effectively?
- Would you provide some examples of the forward thinking ideas/agendas you were trying to promote at your last position?
- How would you describe your work style?
It’s a gut thing.
First impressions really are powerful. Trust your instincts. You’ll likely get a feel for a candidate within the first three minutes. If that isn’t the case for you, ask a few questions that will give you a better feel for a candidate’s attitude and understanding of the position you are hiring for.
- What attracted you to our company?
- Why are you leaving your current position?
- What can you do for us that other candidates can’t?
Be willing to wait.
Don’t rush into a bad hire because you believe there isn’t a better fit. Waiting for the right person is always a wiser decision than hiring, training and then losing the wrong person … and then starting the process over again. If you’re striking out, consider the following to reach a new a pool of applicants:
- Are you posting your job listing on the best career sites for your industry?
- Is there another job title that might appeal to a different group of applicants?
- Does your job description need more punch or clarity?
These interviewing tips consistently work for me. What are you doing to attract and identify the best talent for your company?