Best Hiring Interview Practices
As I have stated in previous blogs, I have had the best luck getting new employees by keeping a sharp eye out for candidates throughout each and every day, as well as through referrals from existing employees.
The next step is a formal interview, which will tell you volumes about the person you are interviewing. Were they on time? If so, great. If not, a red light should start flashing in your head. How are they dressed? Is it appropriate for the position? Advice I was given by one of my mentors many years ago was, “The best they will ever look is at the interview!”
Are they prepared for the interview? Have they done the proper research about the opportunity at your company? Asking a few questions will give you the answer. Ask them what they are looking for as an employee, and listen carefully to their responses. Ask them where they live, and if their job requires a majority of their time in the office, experience has taught me that being within twenty miles of the office is the least stressful and least expensive option for all employees.
If possible, and often it is not, if they arrive by car, make a quick inspection. Is it clean and orderly? One’s work area often reflects the condition of their car.
Review their resumes and especially look at the length of employment at previous positions. Many jobs with less than two years’ longevity should turn on that red light in your head. Do background and drug tests, making sure you comply with state regulations.
Once you are ready to make an offer, make sure the offer contains your expectations regarding work requirements and productivity, and utilize a ninety-day probationary period if allowed in your state.
New hires are time-consuming and expensive. Becoming good at finding new team members and assisting and guiding them to become long-term employees will benefit your company in many ways.
Keep reading our blog, or if you want to Wright Your Business immediately, book a 15-minute Google-Meet meeting to explore the possibilities.
