How much time in running your small business do you devote to actually knowing who comes into your office as a new employee?
In some cases, those running companies will give input and even sit in on a number of or all interviews with prospective candidates. In other cases, however, they leave it to a staff member or members to do the interviewing and ultimately hire the individual for the needed job.
So, the question then begs if you should be more active in the hiring process, especially given how too much turnover and training of countless individuals can have a negative impact on your business finances?
In the event you decide to become more active, here are some things you should look at when considering each and every applicant who walks through your doors:
* Are they truly qualified? – While many candidates who come to you seeking a job are truly qualified, others will try and pass off their experience as suitable for the job. The danger with the latter is that you could end up hiring several times until you get the right fit. Some companies will test applicants on their knowledge of the position they would be doing if hired, while others base their decision off of the personÂs work background. Either way, make sure you get the most qualified man or woman in order to hopefully fill that spot for several years to come;
* Will they fit with the team in place? – Chemistry in the office is key to any successful business, so keep that in mind when you interview candidates. Does their personality seem like a good fit for the employees they would be working with? Are they outgoing and seem like they will pitch in whenever asked? Do they have a positive attitude that will help them get through stressful times, including constant deadlines? It just takes one wrong piece to mess up the puzzle of office success that you have worked to put in place;
* Is their background too social for me? – Even though there is nothing wrong with prospective candidates being on social media, more companies are checking the social backgrounds of individuals they interview, looking for any red flags. In the event they have questionable comments and/or images on their social media pages, it should at least give you pause to think about if theyÂd be a good fit for your business. When you look at the judgment they used in some of their tweets or shares, should you worry that they might use similar questionable judgment when working for you? If you do have such concerns, feel free to bring them up during an interview;
* Long-term plans – Finally, while it is not uncommon for workers these days to move from job to job, this unlike the days when people stayed at a company for several decades, you do not want a revolving door at your business. That being said, question each candidate on what their career plans are, where they see themselves in three to five years, and if they feel they can achieve long-term success with you. While most candidates will say the Âright thing in order to increase their chances of attaining the job, some will be very honest and tell you what their plans are. Even though you should not discount those that canÂt make a long-term commitment to you, it does give you pause to think about whether or not to hire them.
As a small business owner, what do you look for when a prospective candidate walks through your doors?
Photo credit: ehow.com
About the Author: With 23 years writing experience, Dave Thomas covers small business topics for a variety of websites, including Reputation.com.
