So you’ve kicked your career goals and founded your dream business. While you may have made it this far thanks to hard work and dedication, there comes a time where every entrepreneur has to admit they can’t do everything on their own.
That’s where employees come in. Every large-scale business will eventually need to expand its team to manage all the work that needs to be done. But when it’s time to bring new people on board with your venture, the process of selecting, interviewing and hiring can understandably be quite nerve-wracking. After all, the future of your business depends on the team you’re putting together to help you manage it.
However, there’s an easy way to ensure you’re going the right way about hiring new people – and that’s by asking the right questions.
The following five questions can be approached in two ways: by asking the candidate themselves in an interview situation, and by making your own judgements to answer the questions in relation to their resume, interview, and referee testimonies.
Before you consider employing someone, be sure that you have the answers you need for all of these crucial questions.
1. Do they have the necessary skills and experience?
This should be the first question you ask when considering a candidate for employment. Their baseline eligibility for the role lies in the relevance of their skills and experience. From what you’ve seen in their resume and interview, would they be able to perform the function of their role effectively? Can their referees confirm this?
2. Do you believe they’ll work well with you and your other employees?
While this one doesn’t sound like the most important question, it’s definitely one of the first things you should consider. Along with founders and managers, employees of a business are, first and foremost, part of a team. Does your potential new employee seem like they’ll get along with you and your other team members? Will they demonstrate sound teamwork and cooperation?
3. Are they an effective communicator?
Running an effective, successful business comes down to one thing: communication. If communication is ineffective, it can send whole business ventures crumbling down, no matter how stable or lucrative they may seem.
To foster a positive culture of communication, each individual employee must be an effective communicator. No matter what their role, they must be able to communicate extremely well both verbally and in writing, and both inside and outside the business itself.
4. Are they going to be in it for the long haul?
If possible, it’s worth finding out whether the candidate is in a position to commit to the role and to your business. If you need someone to commit long-term and stick with you through good times and bad, be sure your candidate seems like the sort of person who will.
Work histories can be helpful in answering this question, but be sure to ask the candidate as well, emphasising the need for an honest answer.
5. Will they go above and beyond?
Admittedly, this can be difficult to tell after simply reading someone’s resume or meeting with them once in an interview. However, it’s something that can be clarified through a quick conversation with a referee. Be sure to ask past employers about situations in which the candidate has put in the extra effort to ensure the best possible outcome for the company.
Once you’ve answered all of the above questions, it should become quite clear whether a potential employee should become an actual one. Repeating the process with each position that needs to be filled will lead to a strong, successful team!
Zoe Anderson currently writes for Study Select in her part time she loves writing about creative topics and playing netball.