After you identify the true mission, outcome and core competencies of the role you are hiring for, developing a consistent interview process is key to hiring the right person for your job. Methodical interviewing can give you a lot of important background information about a potential candidate; details will help you identify important behavior patterns you will need to coach and manage through.
Through our experience hiring short and long term employees for a variety of companies, we have found these four additions to the interview process that can help you hire the right person for your team.
1. Set Clear and Honest Expectations
During the hiring process, explain what will be expected of them if they were hired for the position. In order to do this, you have to be clear on the short-term and long-term outcomes of a successful person in this role. It is equally important to clarify the day-to-day tasks they will be working on, what you expect from them as far as their schedule goes, and the quality of work they will produce.
2. Get a Second Opinion from a Peer
Including another person in the second or third interview allows you to observe how the candidate interacts with others and responds. Have a peer sit in on an interview or review a candidate’s application and resume. They might notice something you didn’t.
3. Call their References
My favorite interview question which I learned from Bradford Smart’s “Topgrading” method is, “What would your previous manager say about you if I called them?” It’s important to understand what both listed and unlisted candidates references can teach you about the person you are interviewing. In our experience, when you evaluate both it gives you and your candidate an opportunity to talk about where their strengths and learning opportunities are.
4. Go with Your Gut
Chemistry is important. Listen to what your gut is telling you about your next hire!