In order to hire the best employees, make sure that you preview the job for them. Make sure that you present all the facts up front as to exactly what the job will require and that they must type accurately, rapidly or whatever else mandatory to be competent at the position. Let them know about how much public contact they will have along with what critical software packages that they need to be fluent at working with. Policies and procedures as well as any legal requirements need to be reviewed. Let them know the amount of overtime or travel that may be required. Find out how they are at working under pressure or with many various tasks. The bottom line is to inform them as much as possible about the position so that they can make an informed decision.
During the initial interview, you will need to find out about their previous experience in great detail. Ask them about the tasks they performed and what steps they took to accomplish these tasks. If it is a management type of position, find out what their most difficult supervisory decision was and have them tell you how they worked through the problem.
You will want to get some specific examples of an applicant's prior experiences that will have a direct relationship and a direct bearing on the position that the applicant is being considered for at your small business.
Ask every applicant about his or her education. Find out if it related to the position they now seek. Have them bring their college transcripts in for the final interview. Review their transcripts to look for courses that apply to the job skills you require and the grades and efficiency in that subject. Discuss the transcript and courses specifically with the applicant during the course of the interview.
Additionally, have them provide samples of their work such as graphs, charts, portfolios of design or work that they have completed. This will give you a first hand chance to see the quality that you will be buying when you hire the individual. In fact, if at all possible, try to obtain this information prior to the interview date. This will allow you the chance to review these materials in advance of sitting down and talking to the applicant.
And last but not least, check their references thoroughly. Contact previous employers back at least five years and check personal references. While in this day and age there are many limitations in what a former employer can tell you about an applicant, if the former employer has had problems with the applicant in the past that might become evident. If the former employer says little or nothing about an applicant when you contact the former employer, it may be a red flag that you will want to investigate further.
