Hiring Tips to Build Your Successful Team
Even when you’re working through the challenges and obstacles of running a business on your own, you may need to hire some help as you grow.
Finding the right people to join your team can be a challenge in itself, and making sure you have a pool of qualified candidates to choose from usually takes extra time and energy. If you’re ready to start interviewing and selecting new team members, it’s essential to develop a process that you can review with ease. A few items to keep in mind:
Acknowledge your work style.
It’s important to know and accommodate for your work style as you build your team. If you’re a micromanager or more of a hands-off leader, run this by your prospects and see how they react. It’s unlikely that you’ll be able to simply ‘switch’ to one or the other as you start working with other work styles and personalities, so make this clear from the beginning!
Conduct a phone interview first.
This can help you eliminate most candidates that will not be a strong match, and save both parties the time and energy needed for an in-person meeting.
Start with a list of objectives for your potential hire.
This can be an extension of your job description that lists specific projects and even upcoming deadlines. You can present this to the potential candidate after a second interview, and see how they react or respond to the requirements of their workload. A promising candidate will ask questions and even offer a few ideas of their own.
Provide information about policies and expectations at the initial interview.
If you’re using an interview process that requires a second or third interview during before selection, you’ll easily be able to screen out candidates that don’t think they can meet the expectations. This can easily prevent firing during your probationary period.
Leave them with a company summary and position objectives list.
This can also help screen out any candidates that don’t think they will be a strong fit after meeting with you. A simple way to screen out any candidates that may not be serious is to include an extra step of the interview at the end of the summary. On this sheet, indicate that they need to send a confirmation e-mail to a specific address for follow up. Those that can follow these simple directions can then make it to the next stage of your interview process.
Building a successful team will require work and many rounds of interviews, but your hard work and effort can pay off with the right screening process.
What are some other tips on interviewing, hiring, and screening potential candidates?
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