Finding the time for interview preparation can be a struggle for busy business owners.
Yet the outcome of a poorly-executed interview can result in a costly hiring mistake.
In this Monster video, Emily Bennington, author of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, provides you with tips on preparing for the candidate interview that will help you make the most of your time and effort.
Emily's suggestions will help you to conduct an interview with authority and confidence.
By: Emily Bennington
As a small business owner, you’re busy right? So you’re running the day-to-day operations of your company which can be completely overwhelming at times. And so you don’t have a lot of time to prepare in advance for interviews.
But the problem with that is -- when you don’t take the time to prepare for interviews, typically you wind up hiring the person you like who may or may not be a good fit for your company.
So by far the most important thing that you can do as the interviewer to find the best candidate is to fill the position using a values-based interview strategy and job description.
So don’t just hire based on a gut reaction of who you like -- really take the time upfront to say, ‘What are the values that someone who is a member of our team would need to be successful?’
So it could be generosity, commitment, pursuit of excellence, integrity -- and really use the interview process to ask them to demonstrate ways that they have shown those values in their life.
So if commitment is important to you, you would ask questions like, “Give me time when you stuck with something even though it wasn’t easy.” And if you’re not getting solid answers to those questions, it could be a red flag that this person isn’t right for your company.
Another benefit of a well thought out job description, aside from giving you clarity on the skills and responsibilities needed for the position, is that it gives you a way to gauge which candidate have come prepared.
So if you asked the question, “Tell me what is it about the posting that attracted you to this position?” -- and you get a really solid answer -- then you know you’ve got a candidate who did their homework.
When it comes to homework, it’s not all about the candidate. I think it’s important for us as interviewers to also display executive precedence and emotional maturity ourselves. If you’re looking for poise and high energy in your candidate, then you, as the interviewer, need to display those qualities in how you conduct the interview as well and live up to the standard that you’re looking for, for your organization.
One more thing -- obviously it’s important to find candidates whose values align with your job description. But keep an eye out for candidates who come to the interview prepared, who followed up with a personal note, who asked the smart question.
I always give extra credit to these candidates, even if they don’t have the best answers on the spot.Because they get the little things.
And these days, especially, little things are actually very big.
More articles from Emily Bennington:
Social Media Strategy: Is it Time to Hire a Social Media Officer?
Management Skills: Managing Emotions in the Workplace
What to Do When an Employee Violates your Social Media Policy