Big News: FounderDating is joining OneVest to build the largest community for entrepreneurs. Details here
Latest Notifications
You have no recent recommendations.
Name
Title
 
MiniBio
FOLLOW
Title
 Followers
FOLLOW TOPIC

Question goes here

1,300 Followers

  • Name
    Entrepreneur
  • Name
    Entrepreneur
  • Name
    Entrepreneur
  • Name
    Entrepreneur
  • Name
    Entrepreneur
  • Name
    Entrepreneur
  • Name
    Entrepreneur
  • Name
    Entrepreneur

Tips for conducting employee interviews when recruiting?

I find it very hard to be able to find great candidates with just a couple of meetings. How can you get to really know a professional with just a couple of hours and understand she or he will be the right fit for your company? I wonder if any of you has any tips or things I could ask for during interviews. I know each role or position needs a different approach but perhaps there is a generic way of tackling things.

12 Replies

Michael Barnathan
1
0
Michael Barnathan Entrepreneur • Advisor
Co-Founder of The Mountaintop Program, Google Alum
The best interview is one that mimics the job as closely as possible. I often just pay people for a day to do something relatively self-contained, watching how they approach it as well as how they work with the rest of the team.
Tanya Bourque
0
0
Tanya Bourque Entrepreneur • Advisor
Chief Executive Officer & Founder at OppCount & OpExpert~ Chief Talent Strategist~
Here are some tips that I hope you will find helpful.
  • Keep the discussion and questions focused on the job at hand.
  • Ask the candidate questions about the future. How they would like to see the role developed over time and their goals.
  • Ask them about what type of environment they work well in and compare it to your environment.
Please let me know if you find this helpful.
Chuck Bartok
1
0
Chuck Bartok Entrepreneur
Marketing and Sales Manager at MD Building Systems of Florida, Inc
Sort of like courting a potential spouse.
Sometimes it can be determined quickly.
And always trust your instinct.
All of my best were hired quickly because they resonated quickly to my values and belief systems regarding business and living.
By the way I met my wife on an April evening, we were married 90 days later, 38 years ago. ~~smile

Rita Graziano, MA
1
0
CEO Avanti Leadership Group - Executive Coach
Scenarios or "Behavior" questions elicit specifics usually. Give people a few "What would you do in this instance?" questions plus some "Tell me about a time when..." questions. I always liked to ask: "Why do you want to work with us?"
To determine how self-aware they are ask "What do you consider your 3 greatest strengths and why?" "How do you think you would you apply those strengths in this position?"
When you ask behavioral or scenario questions (ask the same ones of each candidate) you should be able to elicit important information that will help you decide.
Alan Elmont
0
0
Alan Elmont Advisor
Director at TS Consulting International
Going back over the last 4-6 years...how many people worked at that locations, how many in their group/division and how many on their team. How did they get the job and why did they take it? How did their tasks differ from the others on the team. What changed that they decided to leave. Repeat this for each role. You can determine if certain "themes" recurr. Couple this with their career goals 2-3 years from now...does it align with their past trajectory. Couple this with their job specific skills for your environment and you now have a list of reasons to hire this person. Do this with all and make an offer to the one with the most reasons to hire them!
Paula Weiner
1
0
Paula Weiner Entrepreneur
Founder & President, Weiner & Associates, Inc.
I find many candidates begin by explaining how something is done; for example, how they would market a company. I want to know specifically what they did, given a particular set of circumstances.

I ask:
What was the situation when you arrived?
How did you assess it?
What was the competitive environment at the time?
What actions did you take?
What results did you achieve and why?
What would you do given similar circumstances today?

In addition, I'll ask questions in different ways to insure answers are consistent. Often, I'll put the candidate in a 'situation' and see how they handle it.

Please let us know if this is helpful?


Joe Peters
0
0
Joe Peters Advisor
Managing Director and Recruiting Specialist for Insurance, e-Commerce, and Consumer Goods
Read Lou Adler's book on Hiring and Getting Hired. http://louadlergroup.com/storefront/products/

Jerald Stettner
0
0
Jerald Stettner Entrepreneur
President at CXO Collective Equity Partners
Ryan
Daniel Lee
0
0
Daniel Lee Entrepreneur
Founder at I.C.E. Global, Inc.
mimic how big 5 Consulting Organizations hire... and they do a better job than most because their employees have to be a cut above the companies they are sent to solve unsolvable problems. Develop clearly defined criteria for knowledge/skills, people management skills, project management skills, universal personal characteristics(i.e. foundational skills, reading/writing, organizational, presentation, etc...), and so on. Incorporate all this into the interview process. It's best to consult an HR company for some basic knowledge and help. Hiring well is the lifeline of a startup, and I have to say based on my many years of experience, most companies do a terrible job hiring. You may also elect to contract for 3-6 months as conditional employment to lower your risk factor
Michael R. Neece
0
0
Michael R. Neece Entrepreneur
Co-Founder, JenytaNetworks
This video series illustrates a simple hiring method that solves the majority of shortcomings of traditional interviewing methods. Hope this helps. https://michael-r-neece.mykajabi.com/p/se_free_content-2_balboa
Join FounderDating to participate in the discussion
Nothing gets posted to LinkedIn and your information will not be shared.

Just a few more details please.

DO: Start a discussion, share a resource, or ask a question related to entrepreneurship.
DON'T: Post about prohibited topics such as recruiting, cofounder wanted, check out my product
or feedback on the FD site (you can send this to us directly info@founderdating.com).
See the Community Code of Conduct for more details.

Title

Give your question or discussion topic a great title, make it catchy and succinct.

Details

Make sure what you're about to say is specific and relevant - you'll get better responses.

Topics

Tag your discussion so you get more relevant responses.

Question goes here

1,300 Followers

  • Name
    Details
  • Name
    Details
  • Name
    Details
  • Name
    Details
  • Name
    Details
  • Name
    Details
  • Name
    Details
  • Name
    Details
Know someone who should answer this question? Enter their email below
Stay current and follow these discussion topics?