Hiring a new employee is a tremendous responsibility that can sometimes feel onerous. It’s especially frustrating when, after having done the hard work of the hiring process, the candidate doesn’t fit. Then you are back to square one on the hiring game board. You might be wondering if there is a better way. There is, and here are the hiring tips you need to turn the process around.
Leave the Desk Behind
Too many interviews take place in an office with you behind the desk, asking questions. This environment is not conducive to a candid discussion or even reading body language. Get the candidate out of the office to gauge how they interact with others and see how they respond to the work environment.
A classic way to do this is to take them on a tour of the premises. Notice how they respond to the people they meet. Are they polite and courteous with everyone, regardless of rank or position? Do they ask lots of questions about the spaces and what happens there? You want someone who is generally curious about the environment and takes time to talk to the various people they meet on the tour, even if it’s only a greeting.
Eat Together
Breaking bread together to get to know one another is as old as time itself. It’s still a great way to learn about your candidate. Go to a restaurant for lunch or dinner and take along other employees. Watch for little clues like how they treat and talk to the servers, how they converse at the table, and how well they connect with the other employees.
Understand Your Own Company Culture
Are you hiring for a startup tech company where everyone wears their favorite band concert T-shirt to work? Or are you looking for a new attorney for a 200-year-old Boston law firm? These are clearly two very different company cultures, and you want to be sure your new hire belongs with the group. To do this, first you must understand what your company culture is. What defines your company and what traits does your company value most?
Ask the questions that will help you determine if they fit into the culture. This can include questions such as:
- What kind of work schedule do you prefer?
- What is a deal-breaker for you?
- What circumstances would cause you to leave a job in the first month?
- What is your work process like?
- Describe your sense of humor.
This is just a jumping-off point for the types of questions you can use. Build the list by considering the positives and negatives of your company culture, and be honest and open with the candidate in your questioning.
Vet the Candidate
It can be tempting to skip out on contacting those references, especially if the candidate interviewed well and everything appears kosher. You’re not just calling to check up on work history. This is your chance to learn if they will be missed and you are gaining an asset.
