Tom Gimbel is a hiring and staffing expert for LaSalle Network, a staffing and recruiting firm. He works with thousands of clients to help them identify top talent.
Gimbel shares his advice to getting the right people for your company.
(Photo courtesy of Tom Gimbel)
Hire for culture fit. In addition to focusing on hard skills in an interview, hiring managers should pay attention to whether a candidate fits into the company’s existing culture, as well. Ask questions that provide insight into a candidate’s values, attitude and personality. Know what characteristics your top performers have and look for those.
Always be interviewing. Small businesses should constantly be interviewing candidates. Don’t wait until there is a need or an opening. To add the best people possible, leaders and hiring managers should always be on the lookout for great talent. This allows them to get a pulse on the market, gain insight into what types of skills are out there as well as the quality of candidates and benchmark against candidates they bring in.
Hire methodically, fire fast. Don’t be afraid to let go of bad hires. They can have a negative impact on productivity, morale and culture the longer they stick around.
Gimbel provides five interview techniques to win the talent war.
- Ask about personal relationships. If the candidate demonstrates an interest and knowledge about what their friends and family do, often that is a clue that they are a curious and inquisitive individual, a good trait to have in an employee.
- Ask how they spend their free time. Do they have hobbies? Do they focus on their relationships? Play any sports? These are all things that can provide insight into what a candidate values in their life, and hiring managers should consider how the candidate’s answers fit into the values of the company.
- Ask follow-up questions. Follow-ups ask the why or the how of an answer, so the candidate has to elaborate on what they said and open up more. Pay attention to the observational skills someone has about their own behavior, as well as their thought process. Never settle for the first answer, always probe deeper. For example, don’t just ask someone where they went to school, ask them why they chose that school and then ask how they evaluated where they wanted to go. A person’s thought process is often more important than their actual answers.
- Interrupt the interview. Have someone walk in or interrupt the interview. This tactic allows hiring managers to gauge how the candidate acts when something unexpected happens. Do they ignore the person? Do they get flustered? Or, do they get up and introduce themselves?
- Use the airplane test. Hiring managers should ask themselves whether or not they would like to sit next to the candidate during a long flight. If the candidate passes the test, they could make a good addition to the team.
This article was written by Robin D. Everson for Small Business Pulse