Interviewing Potential Employees – Small Business – Part 2

You have narrowed down the candidates for your open position based on their resume and phone interview. Now what? Now it’s time to start interviewing potential employees. This is the second part of our series on hiring for small businesses. Although ALL of these ideas may not be applicable to your particular industry or the positions available, we hope they provide you with some hints and hot tips to achieve interviewing success!

Where, Who and How Many? – Interviewing Potential Employees

Sometimes the physical location of an interview can make a difference. Does your business have a professional place to conduct an interview? If the only option is a storage room or a place where other employees can overhear, it may be better to have the interview off-site over coffee. For the most part, you will interview candidates at your place of employment. You can start out by giving them a tour. It is also nice to introduce them to one of your current employees. Interactions with a few different people can give you more insight into your candidate.

Generally either an owner or a manager of some sort would interview the candidate. However, that is not the only option. Either the candidate could talk with a manager and then a potential peer, and then if they are favored they could come back for a final interview. Sometimes a group setting can be nice. Have a few people talk with the candidate at the same time around a table. Sure, it may be intimidating, but part of what you are trying to see is how the candidate reacts and relates in high-pressure situations. Another option is to have someone interview the candidate about their past work experience and then have them move on to someone else for some behavioral interviewing and then end with some role-playing. Don’t be afraid to change up your interviewing style. This is your chance to vet, screen and understand the candidate.

Industry Specific Needs – Interviewing Potential Employees

This is a factor as well and is going to be specific to your business type. At a restaurant this may be memorizing a menu. At a hair salon it would be a technical interview or a display of skills. A written test may be required in a professional or highly skilled position. Depending on what your small business is, fit this step in wherever it is appropriate.

Additional Screening – Interviewing Potential Employees

This would include things like a background check if needed. Or maybe you like the candidate, but want to see them in action. For a situation like that, you could have the come in for a day of observation or shadowing. Not only will this allow you to understand them more, it will help THEM understand what you are all about. This also gives them the opportunity to see some of your expectations in action.

Happy Hiring!