Hiring is one of the most challenging areas of any business. Most of the employers are spending lots of time and money to hire the best fit for their business but as we mentioned in our previous blogs, the cost of bad hiring is one of deadly cash flow mistakes that can kill your business.
Although qualities are important to look for in prospective employees, the right questions must be asked during the interview to elicit answers that will help you determine whether an applicant is a right person for the position. Too often little time and effort are put into the interviewing process.
The type of questions asked can make a big difference in evaluating applicants. Asking open-ended, probing questions allows responses that can help the interviewer accurately assess the candidate’s ability to perform the required job functions while also determining if the candidate will be the right fit for the company. It is in the best interests of both the applicant and the business for the new employee to be successful once hired.
The following probing questions of an applicant can assist you in hiring the best possible candidate for the job:
– How will I be able to determine if you’re doing a good job or not?
This question allows you to determine from the applicant’s standpoint rather than the company’s standpoint what the applicant determines to be important factors regarding job performance and success. Are goals realistic, too low, or too high? Additionally, if the applicant is hired, the answer can form a baseline to judge future job performance based on the applicant’s own expectations of what he or she should be able to accomplish.
– How would you describe the perfect business culture?
Rather than describing the company’s business culture to an applicant and asking if that is an environment in which the applicant would enjoy working (most applicants will agree since they want the job), have you turn the statement into a question. By asking the applicant to describe what he or she considers to be a perfect business culture, you can decide if the applicant will fit in (or not fit in) with the current culture.
– What type of management style do you like to work under?
The answer to this question will give you additional insights to determine if the applicant can work within the company’s current management style. Depending on the answer given, you can ask follow-up questions seeking clarification of what the applicant sees as important characteristics of a manager, amount of direct supervision wanted or needed, and determine how the applicant relates to your management style.
– In your current job (or last job) what would you have changed in the company or department if you had the opportunity?
This question allows the applicant to show creative ability, aptitude for change, and a macro or micro view of a business’ operation, processes, and procedures. The answer can help you determine if the applicant’s attitude and approach to change fits with the company’s model of change. The applicant might be more or less prone to change than the company’s current philosophy is regarding the change.
– What type of social interaction with co-workers best fits with your personality?
While some businesses have various events and activities for employees to participate in, others have little or no activities. While there is no right or wrong level of social involvement, each business has a level of involvement that is right for its own business and employees. If an applicant is hired who seeks total involvement but the company has few employee-related activities, the new employee will soon feel a sense of detachment and lose enthusiasm for the job. Likewise, if an applicant is hired who does not want to mingle and socialize with co-workers but is hired into an environment that expects employee interaction, the fit will not be good.
Easy to Hire…Hard to Fire
At the end of the interview, you have asked questions and received answers. Now, a critical decision has to be made whether to offer the applicant a job taking all factors into consideration when making a hiring decision. Once hired and depending on the state or country laws, it can be a difficult and sometimes time-consuming process to terminate employment. As the saying goes, “Easy to hire but hard to fire.” Therefore, thoughtful consideration should be given during the interview and hiring process.
At ZAD Consulting group our experts are helping businesses in different aspects of the business. Call us today or simply schedule a Free Consultation session and let us be an outside eye on your company.
Author : Arash Zad
Source : AASBC SEMP Approach