Finding the best fit for the job could get tricky at times. There might be candidates who are excellent at interpersonal skills but might still not be the right fit for the job, for instance, if you are looking to hire candidates for the role of sales or customer services, you might be required to judge the candidates based on quite a few skill set versus hiring for a role for payroll admin. Eventually you would need to ask the right interview questions.
Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you. You think about it; it’s true. If you hire somebody without [integrity], you really want them to be dumb and lazy.” ― Warren Buffett
Imagine if you were hiring a partner, just not an employee and if tomorrow this person is going to be a partner in your business. What are the kind of interview would you want to conduct? What kind of things that you would want to ask? Hiring the right team members is crucial for success of your business. These are 3 powerful questions you need to ask every time you are looking at hiring a team member.
So, what are the best ways to determine if your candidate have the best traits and skills sets required for the role. Try out these 5 little hacks.
1. Pose a situation:
Give candidates a problem to solve and see how they come up with the best way of resolving it. Once shortlisted ask them to discuss their outcomes as this will help you verify their skills and as well as their behaviours.
Here are few scenarios you can pose to the candidates:
a) Customer receives defective goods and call lands to you, how would you handle.
b) You have tried your best to sell a product but you are unable to achieve desired results, what could have possibly gone wrong.
2. Engage them in a Project:
Ron Friedman calls these job auditions. Prior to any formal interviews successful applicants are asked to complete an activity that they would do as part of their job. This will help you identify candidate even before judging them at the interview. This also gives them a practical way of resolving problem.
Below are the projects you can assign depending on the role:
a) Customer service: Analyze the customer service satisfaction score and plan out the next steps.
b) Sales executive: Come up a selling strategy for a product.
3. Check adaptability – Take them out of their comfort zone:
If you are look to hire candidates for a challenging and dynamic role, you might want to use this strategy. You can want to even take the candidates out of the meeting room may be for a coffee or for a walk and see observe the change in behaviors and interactions with the others. Does the candidate listen when people speak? How do they interact with the staff? Are they interested in learning about others or just talking about themselves?
4. Engage them on an important topic:
Ask the candidates what they are passionate about and speak about it. Just sit back and listen and you will be amazed to see the outcome. This activity will encourage candidates to open up and share their likes and dislikes and thought process.
5. Get feedback – Hear from those who are not part of the interview:
This will help you to hear more about the candidate than what you could possibly gather. I have used this technique in one of my companies before and trust me it works well. You can get the candidate to work with the team for a day and then get inputs in terms of what they liked and what concerned them.
Once you have right candidate it is also very important how to retain them, learn How to have happy and engaged employees. Also learn the 5 ways to build a successful team.
These interviewing tips will help you not only in finding the best fit, that is most appropriate for the role but also identify the ones that will help your grow and achieve success. Like, share or comment below.