O nce you’ve found your best candidates and you’ve got a pool going, you’re ready to start phone screening and interviewing. Interviewing can seem daunting, and there are so many different ways to do it, depending on what you and your company are looking for. When you get into interviewing, there are a few key things to keep in mind.
If you are phone screening someone and anything in your mind tells you that they might not be a perfect fit, don’t move them on to the next step. Even if your talent pool is slim and you aren’t sure when you are going to get more applicants, starting over and recruiting more applicants is better than hiring someone that isn’t going to be a service to your team. You don’t want to hire someone that will be a good fit, you want to hire someone that’s going to knock it out of the park. Especially on small teams, having one person that isn’t an excellent fit can make a huge impact, both financially and interpersonally. If you have a bad hire that ends up not working out, for example, the loss is quantified to be about 30% of what their first year’s take home compensation would have been.
Most of this work should be done when you are writing up your job description. You should know what types of traits and skills you are keen for someone moving into this role to have. Then, once you have those skills written out and defined, you should share them with your interviewing team, if it’s going to be anyone other than you (and it should be). Your interview questions and the types of interviewing that you do should center around these predefined skills — this will ensure that you ask about all of the things that are imperative for the role before you hire them. Socializing this out to the other people interviewing will give you the chance to communicate about things that you weren’t able to ask in the screening so that they can cover it in the second interview instead.
While the questions will differ depending on your company, the culture, and what kind of role you are hiring for, there are a few different types of questions that you should be sure to ask during an interview:
One of the questions that we ask our candidates during the interview is “A potential customer is thinking about switching Chatra from a different live chat tool and asks about a certain feature that we don’t have yet, but the competitor does. How do you reply?”
Their reaction helped us understand their train of thought. Do they just apologize and say that we don’t have this feature or do they offer to save the feature request and notify the customer if it gets implemented? Do they try to offer a workaround using the existing functionality? Or do they try and sell Chatra based on our other advantages?
Depending on their reply, you can see what candidate cares about the most: do they just answer the question, do they go the extra mile for the customer or do they care about making a sale?
Chat with us today to see how our successful hires handle the question!
Hiring and interviewing remotely is a totally different beast from interviewing for co-located roles. Primarily because when someone works remotely you are unable to visually supervise them and ensure that they are going to do the work that they need to be doing to succeed. You don’t get the same cues you do when working in an office. For example, if they are looking confused or checking Facebook constantly, you’ll have no idea. Remote employees need to be self-starters, and so it’s important to hire for such. We wrote a book on building a remote company culture, in which were a lot of great tips for hiring remotely. But, for an overarching view, here are a few specific things you can ask: