How to Interview and Hire Like a Boss

interviewLet’s be honest. Interviewing potential job candidates can be overwhelming. Hiring a new person for your company is risky. If you hire the wrong person, your productivity and bottom line could take a hit, and you could be left with the uncomfortable position of either micromanaging your new hire or eventually terminating him or her, only to start the whole process over again.

Yes, conducting a job interview isn’t always easy or fun, but you can increase your effectiveness and reduce your stress by being well-prepared for the interview. Even if interviewing doesn’t come naturally to you, you can improve your skills and find the workers who will really make a difference to your business.

Let’s look at three important elements of the interview process and how you can be prepared.

Gauge the Candidate’s Level of Interest and Self-Awareness

Some applicants are simply more interested and self-aware than others, and you’ll have much better success with a worker who understands your industry and knows his or her position in it. You can learn more about a worker’s interest and self-awareness by asking questions like these:

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  • Tell me about the progression of your career up to this point.
  • Have you ever had to reinvent your job to meet your organization’s changing needs?
  • What are your strengths?
  • What do you think your potential is in your field?

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In addition to the above questions, you can learn about your candidate’s overall business knowledge by asking questions about his or her current or former employer. Ask how the company made money and about its expenses, processes, and competitors. A well-trained employee who has an overall picture of how the business works will be a great addition to your team.

Look Beyond Chemistry

Sometimes you just click with an applicant, especially if the two of you have a lot in common, but it’s important to look beyond likability because what you’re really after is compatibility. To determine whether or not an applicant is compatible with your company, ask questions like these:

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  • How do you take criticism?
  • How many hours per day do you think are necessary to successfully complete your work?
  • Tell me about the pace that you usually work in your job: moderate, fast, slow, crazy?
  • How much direction, structure, and feedback do you prefer on a daily basis?

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These questions are important because it won’t matter how much everyone likes the new worker if he or she doesn’t fit in with the rest of the department. Use your interview to find out how closely the applicant is aligned to your current company culture.

Size Up Enthusiasm

One of the most important aspects of your interview should be to determine how much the candidate wants the job. A person who feels the job is beneath him or her is not likely to put forth much effort. On the other hand, a candidate who has thoroughly researched your company before the interview will probably launch into the new position with gusto. These interview questions will help you gauge your candidate’s enthusiasm.

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  • Why do you want to work here?
  • What do you know about our organization?
  • In your mind, what makes us stand out from our competitors?
  • How would this job help you in your long-term career goals?

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With answers to these interview questions in hand, you can make an informed decision about whether or not the candidate would be a good addition to your company. Being prepared with effective interview questions ahead of time and considering what strengths you need, you can interview with confidence, knowing you’ll be able to choose the right candidate.

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