Interviewing New Hires

Choosing a new member of the team relies on asking the right questions when you first interview them for the role.

Applicants are likely to have provided you with a good resume. If not you should rightly discard them from the shortlist. The good ones will have laid out their past experience, their skills and qualifications and perhaps even some discussion about why they are the person to fit the description in your advertisement. If you have a number of good applicants, the descriptions on paper will make it hard to decide who is best for the job.

How do you make sure that you are making the right choice?

This week, I want to give you a system for your interviews that you can use every time you interview someone for a position in your business.

I have used this system myself for many years and found it to be almost infallible when I’m having to make a difficult choice between good applicants.

The system is based on ensuring that the applicant can do the job, that they will do the job, and that they will do the job in your business.

Let me explain the system in this week’s video training.

Do the right things first to prepare for the interview: –

1. Prepare a detailed Job Description
2. Write an informative advertisement
3. Shortlist the applicants to see if they fit the advertised criteria
4. Schedule the interviews
5. Have files and scripts ready for the interviews

Here’s my template script for any recruitment interview, using the can they, will they, will they here formula: –

Welcome them and make them feel at ease.

Ask them to show you the evidence of the qualifications they have declared in their application.

Ask them questions to see if they can do the job:

• Tell me about your previous experience
• What did you do there?
• Can you tell me if you had to deal with ‘x” and tell me what you did to deal with it?
• Ask technical questions (systems, software etc) that they will need to know in the job)

Ask them questions to see if they will do the job:

• What gets you out of bed in the morning?
• Where do you want to go in your career?
• Why do you like working in this position?
• Can you give me an example where you went above and beyond your stated duties to get the job done?

Ask them questions to see if they will do the job for you:

• What are your personal and work values?
• What are you looking for in an employer?
• What are you willing to do for such an employer?
• Give me an example of an employer you really looked up to? What about one that you didn’t agree with?
• If you were working here, what would you want from me?

Ask them if they have any questions for you.

Thank them and tell them what the process is from here on.

Follow up after the interview: –

1. Review – can they do the job? Will they do the job willingly? Will they fit in with your own business culture?
2. Make the decision – front runner and (good) second choice
3. Check references
4. Make the offer
5. Contact and thank the unsuccessful shortlisted candidates.

This system and template of interview questions have stood me in good stead for many years, I’m sure that you will find it useful.

Now can I ask something back from you?

I’d love to hear in the comments section of this blog article how you find this system. Do try it out and then leave a comment on how you found it. I’d be glad to answer any questions you leave in the comments!

Also, if you have been forwarded this article or seen it pop up in your social media feed, you can register here to ensure that you get these valuable video training and lessons sent directly to you for free. See you on the website teikoh.com!

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