Save Your Company Millions – 7 Interview Tips for Employers
When it comes time to hire a new “member of the team,” many employers dread the juggling of applications, impressive cover letters, and glowing recommendations. On paper, a candidate can easily seem like the perfect fit and even after they’ve passed the one-on-one contact stage – it can take several months before you realize that maybe Harvard-grad John Smith wasn’t the best one for the job.
Today, an increasing number of employers are learning that it takes much more than a bright smile and exceptional resume to make the grade. In the long run, large companies stand to save millions when hiring is done right the first time around. It costs money to bring in new staff and satisfy outgoing employees – something that hurts small, mid-sized, and large businesses alike.
- Ask Questions Based on Experience and Behavior – You can learn a lot from the past behavior of a candidate in order to gauge their future performance. Make sure to ask questions that highlight how a candidate has responded to adversity and other important circumstances in the past. For example, instead of asking how an applicant would deal with differences in opinion regarding a project – ask he or she to describe a specific situation that took place in the past. Encourage detailed accounts and snippets of dialogue.
- Dig Deep – Many employers make the mistake of not digging deep enough during an interview. For every question that you ask, deliver a follow-up question.
- Keep Your Company Environment in Mind – Often times, a candidate is well qualified for a position within your company, but you find their personality or work ethic is not compatible to the majority of your workforce. For instance, a candidate that prefers to work alone is probably not the best choice for a position that involves constant group interaction.
- No Experience… but Has Skills – During the interview process, it’s always good to keep an open mind and consider candidates that offer wide-ranging backgrounds. Don’t get too stuck on the titles displayed on their resume – but instead focus on the skills they have acquired along the way.
- Intimidation is Not the Key – Many employers miss out on the perfect candidate because they resort to intimidation tactics to sort out the “strong” from the “weak.” However, let’s face it – interviews are known for sending the calmest individuals into a panic. If you approach the interviewing process with the intention to loosen candidates up and make them feel comfortable, you will learn a great deal more. Try sitting next to the candidate when interviewing instead of propping yourself behind a desk.
- Follow Up on References – Some candidates will choose references by what looks most impressive. Displaying a law firm as a reference seems notable at first, but upon further investigation – there is a great difference between completing a 3-day internship and receiving three years of paralegal experience. Follow up on references and ask questions about your potential hire that reveals valuable information (regarding leadership qualities and accountability).
- Don’t Hire Less-Experienced Employees Just to Cut Costs – Some companies believe hiring a less-experienced candidate for a newly opened position will save money. However, you will only miss out on the versatility of an experienced employee that can tackle multiple tasks. In most cases, a more ‘expensive’ hire ends up costing less than bringing aboard two entry-level workers to cover the same type of responsibilities.
Remember – hiring suitable candidates the first time around can save large companies millions of dollars and help smaller businesses cut costs as well. Long-term employees help businesses thrive, prosper, and advance within the industry. Their continued experience and past contributions within your company is an asset that will only increase your overall productivity the longer they are employed under your care.
