4 Tips to Interview Potential Employees? - Early Finder
Human Resource

4 Tips to Interview Potential Employees?

If you have recently started your own business, you excel in your field but you have no HR experience, read on. There’s no shame in not knowing, but it would be inadvisable to dive in the interview rounds before preparing yourself thoroughly. The whole process is quite tricky and it requires a ton of aspects checked, even for a relatively undemanding position. This includes assessment of competencies and acquired experience, along with cultural eligibility. The last one refers to the candidate’s match ability potential for the existing working environment you have created. While we cannot guarantee total success, we offer you some sound advice to get you started in a proper manner.

1. Before the interview

Make sure to scan the applicant’s biography, and review their job history with listed recommendations. This is a preliminary round for narrowing down the number if too many people have applied. What follows is getting on the phone the ones who have passed and further selection refinement. This stage should reveal whether yours and contender’s plans and expectation are the same or easily negotiable. If it’s possible, delegate the roles to your assistants so they can prepare more extensively for the following face-to-face interrogation and help you in the process.

2. The Interview points

The interview should consist of questions relevant to the job post you have advertised. Steer clear of inquiries about delicate subjects that are actually illegal in many states around the world, such as the United States, the UK and Australia. They usually contain themes like marital status and pregnancy, age, religion, race, gender, origin, and disability. Don’t discriminate and maintain a mannerly conversation. Likewise, do not ask the person who has not yet started the job to do chores for you, especially the ones that are generally payable. It is unethical and plain rude.

3. Assist

Try to act more as a conductor and not an inhibitor with your candidate. Allow them to fully demonstrate what they have learned so far in school or thanks to previous employment. Instill a relaxed and safe atmosphere in which they will feel free to be their true self. It is not uncommon to slightly alter behavior unconsciously when seeking approval from someone.

4. Behavioral test

This is a very specific and precise part of the interview, and also one of the most important. The job seeker is addressing a number of possible scenarios that you expect them to be able to handle in the future. Compile a list of questions, regular and behavioral, related to the success in professional career you offer. Some of the desirable traits may be adaptability, skillful multitasking, reliability, ability to work under a lot of stress and others. You can also consult a psychologist to help you with this. Cultural fit is integrated in this round, too. Check out their body language and energy they emit to determine if they belong in your team. Naturally, it may take a few more rounds and consultations with colleagues to obtain the real picture.

To make sure the procedure plays smoothly, hire a renowned recruitment agency. Not only will you be dealing with the professionals, but you will also get some free time to do your business while they’re doing theirs. That would be neat!

We have put together here some words of wisdom we picked up from our experience, but it is up you to try and constantly improve the entire procedure. After all, a great employee equals great company equals successful employer. Invest your time and money for the best possible results.

Kristen is a mother, survivor, and a passionate lover of innovations and smart living. She is the editor-in-chief at earlyfinder.com. Let's get in touch, I'm open to collaboration.