Startups · Entrepreneurship

Tips for conducting employee interviews when recruiting?

Ryan Thompson Commercial Real Estate Agent at Stidham Commercial

September 12th, 2016

I find it very hard to be able to find great candidates with just a couple of meetings. How can you get to really know a professional with just a couple of hours and understand she or he will be the right fit for your company? I wonder if any of you has any tips or things I could ask for during interviews. I know each role or position needs a different approach but perhaps there is a generic way of tackling things.

Michael Barnathan

September 12th, 2016

The best interview is one that mimics the job as closely as possible. I often just pay people for a day to do something relatively self-contained, watching how they approach it as well as how they work with the rest of the team.

Chuck Bartok Marketing and Sales Manager at MD Building Systems of Florida, Inc

September 12th, 2016

Sort of like courting a potential spouse.
Sometimes it can be determined quickly.
And always trust your instinct.
All of my best were hired quickly because they resonated quickly to my values and belief systems regarding business and living.
By the way I met my wife on an April evening, we were married 90 days later, 38 years ago. ~~smile

Rita MA CEO Avanti Leadership Group - Executive Coach

September 12th, 2016

Scenarios or "Behavior" questions elicit specifics usually. Give people a few "What would you do in this instance?" questions plus some "Tell me about a time when..." questions. I always liked to ask: "Why do you want to work with us?" 
To determine how self-aware they are ask "What do you consider your 3 greatest strengths and why?" "How do you think you would you apply those strengths in this position?"
When you ask behavioral or scenario questions (ask the same ones of each candidate) you should be able to elicit important information that will help you decide. 

Paula Weiner Founder & President, Weiner & Associates, Inc.

September 12th, 2016

I find many candidates begin by explaining how something is done; for example, how they would market a company. I want to know specifically what they did, given a particular set of circumstances.

I ask:
What was the situation when you arrived?
How did you assess it?
What was the competitive environment at the time?
What actions did you take?
What results did you achieve and why?
What would you do given similar circumstances today?

In addition, I'll ask questions in different ways to insure answers are consistent. Often, I'll put the candidate in a 'situation' and see how they handle it.

Please let us know if this is helpful?


Tanya Bourque

September 12th, 2016

Here are some tips that I hope you will find helpful. 
  • Keep the discussion and questions focused on the job at hand.
  • Ask the candidate questions about the future. How they would like to see the role developed over time and their goals.
  • Ask them about what type of environment they work well in and compare it to your environment.
Please let me know if you find this helpful. 

Alan Elmont Sole Proprietor - Technical Staffing

September 12th, 2016

Going back over the last 4-6 years...how many people worked at that locations, how many in their group/division and how many on their team.  How did they get the job and why did they take it?  How did their tasks differ from the others on the team.  What changed that they decided to leave. Repeat this for each role.  You can determine if certain "themes" recurr. Couple this with their career goals 2-3 years from now...does it align with their past trajectory.  Couple this with their job specific skills for your environment and you now have a list of reasons to hire this person.  Do this with all and make an offer to the one with the most reasons to hire them!

Joe Peters Managing Director and Recruiting Specialist for Insurance, e-Commerce, and Consumer Goods

September 12th, 2016

Read Lou Adler's book on Hiring and Getting Hired.   http://louadlergroup.com/storefront/products/

Jerald Stettner President at CXO Collective Equity Partners

September 12th, 2016

Ryan

Daniel Lee Founder at I.C.E. Global, Inc.

September 12th, 2016

mimic how big 5 Consulting Organizations hire... and they do a better job than most because their employees have to be a cut above the companies they are sent to solve unsolvable problems. Develop clearly defined criteria for knowledge/skills, people management skills, project management skills, universal personal characteristics(i.e. foundational skills, reading/writing, organizational, presentation, etc...), and so on.  Incorporate all this into the interview process. It's best to consult an HR company for some basic knowledge and help.  Hiring well is the lifeline of a startup, and I have to say based on my many years of experience, most companies do a terrible job hiring.  You may also elect to contract for 3-6 months as conditional employment to lower your risk factor   

Michael Neece Co-Founder, JenytaNetworks

September 13th, 2016

This video series illustrates a simple hiring method that solves the majority of shortcomings of traditional interviewing methods.  Hope this helps.  https://michael-r-neece.mykajabi.com/p/se_free_content-2_balboa