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Beth Smith Cullen

By Beth Smith Cullen

04 May 2017

Five Simple Steps to Interviewing

Steps to Interviewing

So, you’ve grown your business, you’re in the midst of success and you’re ready to take on a shiny new employee to sprinkle some bright ideas onto the company?

Well, make no qualms about it, interviewing is no easy task. Think of how many people are on the planet! In fact, here’s the exact figure (at the time of writing, of course) 7,499,930,308, oops sorry, 7,499,930,309 – crazy! From this you may think, what’s the big deal then? But if you take away the amount of people not in your area, plus the people that aren’t looking for a job, those that aren’t able and those that don’t fit the criteria, it’s next to none!

So, you need to approach it in the correct way. Taking this into account, we’ve put together a Blue Peter style guide to finding your perfect employee! (It’s just one we made earlier.)

Interviewing preparation

Step One: Preparation (The Glue)

That old phrase, “failing to prepare means preparing to fail” although clichéd, is very true. Preparation is the glue that will hold the interview together, so gather all your tools before tackling the issue in hand!

Firstly, scan over the job applications and CVs and get a feel for what they’re all about. This will make it easier when it comes to questioning them about areas of their experience. You may want to do some online research via LinkedIn or other social media channels.

Secondly, you need to plan your questions. While it’s always helpful to have a reoccurring stream of questions for each candidate, you also want to hone in on their background to find out exactly what they have to offer.

Thirdly, get a clear idea of what you want the candidate to be like or, more importantly, what you don’t want them to be like. It’s vital to outline what the ‘perfect’ candidate looks like in your mind, and what is an absolute no-no! This will make it simpler when approaching your final decision.

Lastly, before you go ahead and arrange to meet, screen the candidates by giving them a telephone interview. There’s a lot to be said for having a brief conversation over the phone. This allows you to save both your (and the candidates’) time if they’re not suited.

Interviewing criteria

Step Two: Criteria (The Instructions)

The candidates’ ability to perform the tasks outlined is the very reason you’re hiring someone, so you want to make sure you keep referring to the criteria when interviewing. Follow your outlined specifications and make a note of any experience that directly correlates with what you’re looking for. Now obviously not everyone will match it all, but you want to make sure they’re pretty close!

Interviewing personality

Step Three: Personality (The Colours)

Depending on what job you’re hiring for, step two and three may be the other way around. Personality can bare different weight in other companies, just look here! Some regard it as most important and some not so, but there’s no denying that it comes into play!

That outlining you did in step one is most useful now. Recognise whether the candidate fits in with what you envisioned, whether they will work well with others or instil a positive attitude.

You may want to establish all of this by asking some quick-fire questions that require the candidate to open up about themselves. Here are some good examples.

So be sure to watch out for their true colours, after all they have to fit in with the organisation and the values you hold.

Choosing employee when interviewing

Step Four: The Final Cut (The Scissors)

Congratulations, the end is near! But now for the hard part. This doesn’t have to be a judge’s houses moment where all contestants wait in anticipation as you mislead your words for effect. But it’s important to let everyone know in reasonable time and an appropriate manner. Take your time to assess everyone equally and figure out who will fit in best.

You may want to jump straight in and get hiring or you can add in a second stage for reassurance – it’s up to you!

Step Five: The Masterpiece

Put all the pieces together and you’re left with a masterpiece! The perfect way to find the employee that you require.

Once you’ve done that, all you need is the perfect software to go with it. By training your employees to use Khaos Control, our ERP system, you can immediately save on time and costs – what could be better? Read more about it here.

 

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