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Are You Interviewing Wrong?

When a valuable employee has moved on from your organization, or there is a need for additional manpower to handle growing responsibilities, management may want to fill that position as soon as possible. However, it is imperative to give this process the time it deserves in order to hire a candidate that would fit all the criteria needed to make a valuable addition to the team.

It’s frustrating when a new hire doesn’t work out, and this can negatively affect the team’s productivity and company culture. If your department doesn’t seem to be able to hold onto new hires for a reasonable time, it’s time to consider if you may be interviewing wrong. Learning better strategies to this process will help you choose the right candidate from the get go.

Interview Mistake #1: Choosing Someone You Like

As people, we tend to gravitate towards people we like, typically those that are similar to us. You may bond with a person because they are from your hometown, or like the same sports team. While it’s important to like your colleagues, you must strive to use objective criteria instead of subjective criteria during the interview.

It may be advantageous to utilize a job screening assessment when recruiting new employees. This is a test that evaluates a potential candidate’s knowledge and skills in a specific area. Whether you choose a computer test or a paper test, the answers will give you a comprehensive view of the person’s expertise in the area, and a preview of how valuable they could be to the team.

That being said, it’s also not a good idea to hire someone when you have no gut feeling that they will work out. If a person seems rude, arrogant or simply disinterested, don’t hire them just because they aced their job assessment.

Interview Mistake #2: Not Asking for Input From Multiple People

Most employees don’t meet their new colleague until their first day on the job, which is too late for them to provide their input. Instead of single handedly selecting a new employee, utilize the peer-to-peer interviewing technique, which allows existing employees to interview potential candidates on a one-on-one-basis.

This provides several benefits to both the interviewer and the interviewee; your staff members can evaluate their potential new coworker and ask questions to see how they would fit into the team. The interviewee can use the opportunity to ask questions about the working hours, management style, and typical day on the job which they may not have been comfortable asking leadership.

Improving your interview process with simple adjustments can help you make a better decision about bringing on the right candidate. Remember to discuss the criteria most important to the team, and focus on assessing whether the individual meets those criteria.

Guest post: About the Author

Grace Ma is a Managing Director at Ex-Consultants Agency (ECA). ECA is a specialized executive search firm that focuses on placing former management consultants into project-based and full-time roles. Before joining ECA, Grace worked as an Engagement Manager at Strategy& (formerly Booz & Company) and VP of Strategy at JPMorgan Chase & Co.

How to Make New Employees Feel Welcome

You’ve been there, we all have. It’s your first day or work, and you aren’t sure what to expect. You may have seen the office where you’ll be working, and met a few co-workers and your manager, but there is certainly a bit of anxiety surrounding the situation! Now, back to reality – it’s your new subordinate’s first day of work, your goal is to make your employee feel right at home, so from the start they will know they made the right choice to work for you and your small business.

So what steps should you take to make that happen? Here they are:

  1. Have your new employee’s desk set up for him or her. Have it clean and ready to go. Have the desk filled with the proper supplies so that person knows that you were certainly prepared for their arrival. And you can go a step further, and let them know that if anything is missing, or if they prefer a different planner, etc. that you can place an order for those supplies.
  2. Sit down with them and go over what the first few days at the office will look like. Talk about how you are excited they are on the team and detail what their role will be at the firm.
  3. Take your employee on a tour of the building or office, and introduce them around to not only management but some employees as well. This way when they are walking around the building/office there will be familiar faces.
  4. Have a schedule planned out for the first couple of days and share that with your new employee. From the paperwork, to the tour, to meeting with key people in the company, or having time to get acquainted with your computer system, set out a schedule. This will also let your new employee know you are prepared.
  5. Take them out to lunch with several key people that he or she will be interacting with on a daily basis.
  6. Set aside time at the end of the day to go over the day’s events, and answer any questions.

It’s very important to make your new employees feel at ease. It truly sets the tone for what working in your small business will be like. By following several steps, you can do this with ease, and in the end it will benefit both you and your new employee.

How does your small business welcome new employees?