Top Tips On How To Interview And Hire For Your Next Role
Most interviews are stilted affairs where the candidate is on best behaviour, and the employer asks the wrong questions…. Just how do you interview properly for your next hire?
Or, insufficiently penetrating questions. I want to know a lot more about the person I am hiring. I want to know lots of things that are maybe not on the candidate’s CV. Is he or she:
• A completer finisher?
• A clock watcher?
• A workaholic?
• A team player?
• Someone who takes pressure well?
• An empire builder who likes to take credit, or someone who shares it?
• A self starter?
• A communicator?
• Someone who demonstrates integrity?
• Someone who helps others?
• A Multi tasker?
• From a secure and happy background?
• In a happy relationship?
• Interested in outside hobbies?
• Prepared to share weaknesses?
• Willing to talk you about past failures and disappointments?
• A reader? If so, what do they read?
• Well organised?
• Well presented?
• Self disciplined?
• Capable of coming up with coherent strategies?
Quite a lot of questions. Probably better spread over two or three interviews.
When you are recruiting, it’s probably best to interview at least twice, if not a third time. And better to conduct those interviews with other members of your team – and maybe a different one for each interview – not least to enable comparing notes, allowing time for reflection, and perhaps reverting to probe deeper on the next occasion.
I am a great believer in adding in both skills tests at interview, as well as posing ‘what if’ questions to see how candidates might deal with typical challenging issues they might be likely to find in the course of their work.
It is a great pity that many employees leave, probably unhappily, further down the road, as a result of a lack of proper foundations being built at interview stage. Always give your new recruit a trial period, and, if things are not working well during the trial, end the trial and let them go.
When you get a hire wrong – and we all do from time to time – admit it, cut your losses, and bring it to an end quickly for everyone’s sake.
When you are underwhelmed with your shortlist – DO NOT HIRE – start the process again. And please remember this. In a business with less than about 30 employees, there is NO room for passengers who do not fit in.
Take a look at this Tedx Talks video on ‘The Power of Questions…