If you’re a regular reader of this blog, hopefully you’ve realized that the core message I’m trying to communicate is that in order to run a successful business, you MUST hire a great team to run it for you. This means that your team runs the day-to-day operations, freeing you up to think of “what’s next” or any other “big picture” ideas that will lead to more innovation for your clients. I’m excited to announce that we just had a chance to prove that our hiring process still works … because we just held some interviews to hire one more front desk associate. And we found a great candidate who will be a good fit for my team and my clients!
In my book, I go into detail about the hiring process that I’ve used to build my amazing team. In my workbook, you have the opportunity to create your own process specific to your business. But here are the 5 most important steps every employer should follow when holding an interview …
Hold a Group Interview
Group interviews are great because they save you time and you can see how the candidates react to each other. Are they too aggressive? Are they rude? Did one cut another off to get more talking time in? Did one just say the same things as the others without coming up with original answers? All great things to learn as you’re building your Team. Did I mention, group interview save you time?!
Have 2 People Conducting the Interview
Having 2 people conducting the interview is really beneficial because one person can do the talking and ask the questions, while the other can take notes and focus on each candidate and their behavior. I’m sure many of you have interviewed someone and you’re so focused on what the next question is and what’s coming up next that you don’t really listen to the answers the candidate is giving. Having that second person ensures that you’ll be able to focus on the candidates and what they’re saying and doing—and how that might help or hurt your business.
Rank Your Choices Before the Interview
Staying organized throughout the interview process is key. And ranking your choices before the interview helps keep the process manageable. One of the benefits of ranking each candidate on a 1 to 10 scale is that you can compare and contrast your feelings about each candidate to help you make the best hiring decision. For example, if one candidate enters the group interview with a 1 ranking, but another candidate was more impressive after you meet them in person, you have some good information to review and analyze to make the best hiring decision. If a candidate enters with a top ranking and is the most impressive, then you can feel pretty confident you’ve found your ideal hire. Going into an interview with an idea of who would be the best fit and most qualified is important. Using the interview to confirm your rankings is a great validation. If you’ve already ranked your choices, you can easily tailor your questions to each candidate so the candidates can either continue to support their high ranking or reveal that they actually aren’t the right fit for your business. This is a really important step!
Give the Candidate an Out
This might sound mean, but I always have a point in the interview where I say, “If any of this doesn’t sound good, you are welcome to leave. We totally understand that this might not be the position for you.”
No one has ever left because, of course, my business is amazing and working for me would be your dream come true—ok, just kidding. But no has one left. If they did, that would be totally fine. It would ensure that I was only selecting the best people that WANT TO WORK FOR ME. Another self-selection point reached.
Follow Up with an Exit Questionnaire
In an interview, the employer has all the power, so it’s important to let the interview candidates have the last word. Allowing each candidate to complete an exit questionnaire gives them the opportunity to tell you anything they maybe didn’t get across or emphasize during the interview. In my experience, highly ranked candidates take this last step seriously further expressing their interest in your business and confirming that they are the right fit. And anyone who isn’t the right fit … will communicate something totally bizarre and give you another reason to not hire them.
Taking the time to incorporate these 5 steps into your next interview process will greatly increase your chances of hiring the right employees for your business. As I mentioned at the beginning, in order to be a successful business owner, you MUST have your team running your business and completing the day-to-day tasks. This allows you to focus on “what’s next” and keep your business relevant and exciting for your existing and future clients.
But if I’m interviewing someone, what the heck should I ask them?! What are the most important interview questions? I’m so glad you asked … I’ll discuss how to create a list of interview questions that lead to great hires on Thursday.
Until then, stay on your toes!