We have heard much in the media about companies who complain they can't find good candidates. Skills don't match up with the job postings and the human resources department is inundated with resumes that list work histories which aren't even close to the what the supervisor needs.
But what if you find yourself in a position where you do indeed have several good candidates? What if your experience as a small business owner hasn't given you the skills to be a good interviewer and the confidence to screen out the one right for your company?
If my historical observations are correct, usually the owner will ask few questions and end up talking...a lot. They talk about the company, maybe give a tour, throw in a little about the past and on rare occasions what the current goals are, and all the candidate has to do is nod. If the candidate is smart, they will ask a few questions, smile, and many times they get the job.
Take a look at these articles:
1. One from Forbes magazines about only 3 interview questions- -
http://www.forbes.com/sites/georgebradt/2011/04/27/top-executive-recruiters-agree-there-are-only-three-key-job-interview-questions/
2. One from Careerbuilder on suggestions for interview questions--
http://www.careerbuilder.com/jobposter/small-business/article.aspx?articleid=ATL_0097BETTERINTERVIEWS
In a perfect world, I like to bring people in for 3 interviews, though I realize that is extreme. Probably 2 would be best. The first layer for me is the warm up. I ask general questions about information found on their resume/application. I take them on a tour, hoping this gets them out of the office setting into a more relaxed conversation. More general questions about their career field continue. I thank them for their time, etc. This ends the first screening process.
The second interview has very specific questions related to my company's job, not just the career field. I want to find out how much training, if any, will I need to plan for or can they hit the ground running on that first week or soon thereafter? This is where I would make cuts again and bring back the finalists, but most agree it is too hard for 3 interviews so I combine the two and ask the final set, which are some non-related work questions, though not the ones Careerbuilder suggests. Mine are a little more subtle such as the last book they read, how do they eat their dinner (all of one item before moving to the next or bites in random order), are they a desert, ocean, forest, mountains kind of person? These are designed to see how they will fit into the group of employees that are already at work. Make up your own knowing who is already working for you and their interests, personalities, etc.
Be thoughtful, ponder, and be sure to give yourself space between the first and second interview. Don't rush. You will be ok. Look them in the eye, give them a pleasant but firm handshake, and start with a casual question like you would when meeting any other person for the first time. And Smile!
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