How to Conduct Great Interviews


Follow These Guidelines For a Great Interview Process

The interview—it can be one of the most stressful aspects of professional life, both for a job candidate and a small business owner.

It is where the amalgamation of a person’s interpersonal skills and abilities in self-promotion are put to the test in one meeting. Most tend to only worry about interviews from the point of view of the job seeker, whose relative aptitude determines their employment opportunities.

But, from the small business owner’s perspective, mastering the art of the interview is equally (if not more) important. Knowing how to conduct interviews properly oftentimes separates a good company from a great one, success from failure. Make sure that you are equipping your company with the best employees out there by following these tips.

Examine the Resume Thoroughly

Doing multiple interviews can be overwhelming. But, it’s important to really get to know your candidates before they can in for the interview. Even taking it a step further and checking them out on social media can give you insight into their personality and how well they might fit into your business. After all, experience isn’t everything when it comes to hiring. Making sure that the candidate will actually fit in well socially with the group they will closely be working with is important.

Ask Open Ended Questions

Drafting interview questions is tough. How do you pose them in a way that will reveal the job candidate’s potential and style of work? Easy—ask a question that cannot be answered with a simple yes/no response. Require your interviewees to elaborate on their answers, provide background information, and defend their stances on the topics under discussion. It is very hard to get to know somebody from the words “yes” and “no.”

Be as Personal as Possible

Skype and phone interviews are very popular in this day and age, and for good reason. It makes sense to go through a “screening” round of interviews before having a candidate show up for a tête-à-tête, so keep implementing them. But be sure that you don’t forget the final, in-person stage. While technology has made leaps and bounds in recent years, it is still not a completely suitable means for getting to know somebody that could potentially work for you.

If You Don’t Understand, Ask Questions

Those on both ends of the interview hate to admit that they do not understand something—an aspect of the job under discussion, a part of the candidate’s employment history, etc. If the interviewee is vague about something of his/her past, ask for clarification. Do not let ambiguities go unaddressed. You ought to feel as though you have a comprehensive understanding of how such a person will fit into your business scheme.

Overall, the most important thing that you can do in order to master the art of the interview is create a high level of transparency between you and your job candidate. Make sure that they understand what you are looking for and what you expect from a member of your team. Great interviews yield great employees. Have you already mastered the art of the interview and equipped your company with a great staff? Are you considering taking your small business to the next level? If so, it is time that you check out invoice factoring, the best way to expand your small business. Factoring is the most effective method of alternative financing for small business owners, providing financial stability and a consistent cash flow. Ask about Factor Finders, request a free quote, and see what invoice factoring can do for your company today.

Provide an Explanation for Denial

If you choose to decline a candidate for a position, it is important to let them know as soon as possible. Would you like to wait around waiting to hear that you didn’t get a position? No, you wouldn’t. You absolutely at the least have to send them an e-mail that they did not receive the position. In addition, it is a good idea to provide some details into why you decided to go with another candidate. It will provide a bigger impact than you might realize on that candidate if you provide some constructive criticism to the candidate they can take that and improve on their future interviews.

If Time is Available, Do More Than One Interview

Nobody wants to hire someone who ends up leaving the company in a few months. Be sure about your decision by doing a second, and maybe even a third interview. Have a co-worker that has some extra free time? Have them sit in the interview with you to provide support and offer some new questions. It is also important for the candidate to realize the importance of the position and a second interview will show their dedication to wanting the job.

Be Enthusiastic About Your Offer

Once you make your choice, it is important to put your offer out there with excitement. Show that you can’t wait to bring on the new member, and that you hope they are excited too. Never make it seem like they should weight their options between other companies. Make your company a no-brainer!

Be Yourself

Just because you will soon become either the boss of this person or be putting this person to someone who is depending on you doesn’t mean that you should stray away from being yourself. It is important to form a bond with this person from the bat so they know they can come to you with anything. Don’t put too much pressure on yourself to be intimidating. No matter what, the candidate will already be intimidated! It is an interview after all.

Thinking About Expanding Your Business?

Do you have a staffing company that plans on taking on new clients? Then you will need to boost your interviewing skills to get candidates to the right place. By following these guidelines, you will be well on your way to conducting a great interview and making the right choice for your company or client. If you plan on expanding your staffing company, you will need extra working capital. Get the cash flow your business needs to support those new clients and provide your company with payroll and back office support.