What are some good interview tips for a small business owner?
I am looking to hire two people and started to get several resumes. Does anyone have any tips on interview questions and best practices to ensure I find the right fit?
Kate, depending on the type of job you are trying to fill, one added way, example for an accounting position is to test the skills of a candidate by giving a short written test on bookkeeping and on Excel. However, for interview questions, this link might be useful:
Why bother doing what everybody else thinks, as a small business owner you need to get on well and like the person you employ -because if you do, your customers should.
So, meet the person, get them to talk about their CV, hobbies, themselves, ask them simple questions about the role, how they can fit in, can they actually do the work etc.
More importantly - don't ask stupid questions, or typical "catch em out" questions; if you and the interviewee are not the right fit - do not let them walk away thinking (and telling all their contacts) what an idiot you are!!
Hi Kate ~
M first blog post for Jobbatical covers this very topic! Jobbatical sources jobs and candidates for global positions; it's a very cool iteration on placement services. So while you're not necessarily seeking someone with international expertise, these basic tips may prove useful:
All the best with your jewelry business ~
Your head may say one thing, your heart another, but your belly never lies.... TRUST your belly here based upon your hiring someone you can trust....
Without knowing more specifics I'd suggest you remember that people are hired for what they know, but fired for who they are. So try to mix it up and remember that people can be trained, but they likely won't change who they are. Ask questions to find out who they are and how you will work together, not just what they know or can do for you.
When I hired for my IT firm I would accept resumes then send out a fairly long questionnaire with some more personal and abstract questions mixed in with assessments of technical knowledge and experience. The primary objective was to see if they could follow directions, communicate effectively, and put effort into pursuing the opportunity. This weeded out well over half of those I'd already screened.
(Incidentally, the first step was writing a job ad that helped them self-select more than just by listing experience, skill, and educational requirements. I talked about the culture, daily routine they could expect, and the types of situations they'd typically find themselves in. This went a long way to attracting people who had a sense of what they were getting in to.)
After the surveys were received back, I invited a portion for phone interviews. Just short conversations to make sure they were well spoken, responsive, and followed through.
From there, longer interviews with what were probably the more typical interview questions.
But the final step that got me the best results was to put them through a simulated real-world scenario and watch how they performed. In my case it was to handle a customer service call, but I wasn't looking for how they handled the technical skills I was looking for how they handled challenges, handled situations they weren't familiar with, and how they made the customer feel. I knew in the role I needed them that while they needed technical skills, it was more important that they could follow my business process and handle end users effectively.
In your case, look at what it will take to be successful in the role, what kind of person you will be happiest working with, and hire for those things above all else.
If you'd like more specific advice, or a chance to talk through your questions, feel free to PM me and we can set up a quick call.