How and Where: Conducting an Interview

As the U.S. unemployment rate sits at 3.8%, the hiring market is tight. Here are a few more significant statistics to prove it:

• Top candidates are off the market within 10 days.
• 47% of small businesses are unable to find qualified candidates.
• 33% of open positions remain unfilled for more than 3 months.

So what can you do to up your odds of hiring a top candidate for the open position in your small business? Conducting an interview properly and professionally is a great place to start.

Step 1: Establish a Consistent, Methodical Approach

Why is this first step essential? For starters, if you are consistent in your approach, you can expect a consistent outcome. Perhaps even more importantly, following a methodical approach will help guarantee that you conform to your company’s Human Resources policies and are compliant with all federal Equal Employment Opportunity laws.

Step 2: Decide Where to Conduct the Interview

If you don’t have a designated office space, as is the case with many entrepreneurs and virtual businesses, generally, you have three options:

1. A coffee shop or restaurant
2. In a hotel conference room
3. In an office meeting space rental

The problem with the first two options is that they don’t express success and professionalism. A coffee shop is noisy and distracting. A hotel conference room is sterile and expensive. However, a meeting space rental that is quiet, polished, and affordable will show your candidates you should be taken seriously as a potential future employer.  

Step 3: Schedule Candidates

It can be tempting to schedule an interview as soon as possible when you are panicked to fill an empty role, but it’s best to give at least a few days of notice.

When scheduling an interview time, avoid:

• Early morning or end-of-day time slots (to avoid rush hour drive times)
• Time slots right before or after lunch (the time crunch is too tight)
• The days bookending a holiday weekend (many candidates may be unavailable)

Calling and setting up interviews can be time-consuming. If you feel your time and focus are best spent on other more important work, leave the task to a professional virtual receptionist.    

Step 4: Re-familiarize Yourself With the Job Description

Before you give any interviews, refamiliarize yourself with the details of the job you are hiring for so you can be sure to find the right match.

• What are the position requirements?
• How much experience are you expecting?
• What are the typical day-to-day duties to be performed?
• What special projects are possible?

Knowing the answer to these questions will also allow you to explain them in full to your candidate during the interview.

Step 5: Idealize Your Dream Candidate

Most likely, you already have an idea of what you’re looking for in a dream employee. Of course, it’s unlikely you’ll find someone who meets all your desired qualities. That’s why it can be helpful to create a list of the skills and qualities that are non-negotiable for the job position and for the team, but also a list of the areas in which you are willing to compromise.

For example, you absolutely must hire a lawyer with experience in intellectual property, but you may be willing to compromise on the number of years of experience.

Step 6: Prepare Interview Questions

Preparing interview questions ahead of time gives a couple of distinct advantages. First, you will present yourself in a professional manner and as someone who cares about finding the right person for the job. Second, it will actually help you find the right person for the job.

Thoroughly review the candidate’s resume and make notes of any questions or concerns you may have about their schooling and work experience. Try to stay away from overused questions such as, “What is your greatest strength?” Instead, ask for examples and measurable specifics like, “What is a project you are especially proud of and what results were achieved?”

Remember, the better the questions you ask, the better chance you have of getting an interesting, insightful answer.   

Step 7: Greet the Candidates

When greeting your candidate, do so by name. Then smile, make eye contact, shake their hand, and introduce yourself.

Make sure you are presenting yourself in a way that mirrors your company culture and your role. Are you dressed the part? Does your body language exude the correct message? Is your language appropriate?

Step 8: Conduct the Interview

It can help to calm nerves and ease tension if the interview begins on a personal note. This can be accomplished by asking about where they grew up or their first job as a kid or right after college. Give them the chance to talk, but don’t pry.

Introduce your company. How did it get started? What is it known for, what is the culture, and what expectations are there of employees and team members?

Next, it’s time to move on to the interview questions you prepared. As the candidate answers your questions, be sure to really listen. Look them in the eye, stop thinking your own thoughts, and focus on what they are saying, both through words and body language.

Conclusion

Following these steps for conducting an interview will pay off in the end because:

• The candidate you want will want the job you are offering.
• You’ll be able to fill your company with highly qualified employees.
• It will lead to lower turnover, higher customer service, and higher profits. In short, your company will enjoy a culture of success.

When it’s time for you to hire your next employee, make the interview count by scheduling a professional and central meeting room rental through Davinci.

Contact us today!