Job interviews seem to be on everyone’s lips at the moment; how to effectively interview and how to actually score an interview! This blog post goes out to all business owners who are taking steps to grow their team and need a bit of oomph to help brush up their interview technique.
Many of us who have facilitated high volume recruitment drives find interviewing second nature, but once upon a time, we had no experience in interviewing and learnt through the examples provided by others. If you’re a small business owner, that is a business who employs up to 15 employees, who are you going to learn from? You’ve got a few options – you can bring in a HR Consultant to help get you on the right track, or follow these simple steps:
Map Skills by Shortlisting
It will save you in the long run. Review applications received against the specific job description. Did I just hear you say you don’t have a job description? That’s a bit like going food shopping without a list. An effective recruitment process starts with you knowing the exact skills needed within your business, and mapping these skills against the skills of applicants is where the shortlisting process begins. Consistency is a key ingredient with recruiting, ensuring you’re applying the same benchmarking process to all applications.
Phone Interview Your Shortlist
Once you’ve identified the talent that best fits the role you’re recruiting for, it’s worthwhile conducting phone interviews which provide the opportunity for you to gauge interest in your business, communication skills and grab details of availability. Ensure you’re applying a consistent approach by providing applicants phone interviewed with the same opportunity (and of course, keep notes). You may shortlist ten applications out of 100, then decide to interview four applicants face to face. Whatever your numbers work out to be, your recruitment process should be similar to pouring liquid through a sieve: start with the bulk and by the time you’re ready for face to face interviews, you should have the best skills in front of you.
I was once told that reference checks hold validity because referees provide examples of an applicant’s behaviour in the past… and past behaviour is the best predictor for future performance. A behavioural interview provides the applicant with the opportunity to talk about their experience and if you guide the interview, you’ll come away from it with a clear understanding of how their skillset will satisfy your business need. You’re looking for examples of demonstrated experience: situations, tasks, actions and results. Be prepared to assist your applicants as not all are prepared for behavioural interviews and may need you to rephrase questions asked. In many ways, a behavioural interviews success relies on a team effort with the applicant.
If any of these areas freak you out – don’t stress. HR Management Consulting was established to support small businesses across Australia by providing you with the support needed to effectively manage your workforce. Got questions? Did this post help you? Let us know.