Hiring people with the right technical skills? That’s becoming routine, if never easy. But hiring people who are going to do right by my clients and employees? That’s even tougher. There’s no “right” way to predict whether or not you’re going to hire a client dud or rockstar, but there are queries you can ask during the interview process that will help you understand whether or not the candidate sitting in front of you will get the job done.
A great question will force the candidate to think, get them out of their comfort zone and can reveal things that aren’t on their resume. While this list might seem long, you can offer it up to multiple members of your hiring team, or just ask various people to ask 1-2 questions.
Afraid to conduct multiple interviews? Here are some helpful tips:
Ask open-ended questions. Instead of asking something that can be easily answered with a yes or a no, try something that elicits a story from the candidate. Encourage applicants to tell you about specific real examples of something that illustrates that story.
Ask follow up questions. Not just to get the real scoop but to practice active listening. It’s hard to ask good follow ups if you’ve spent the last 20 minutes wondering if you left the garage door open.
Revisit certain areas. Ever kick yourself after an interview? That’s usually because you just came up with the answer to a question! Save your applicant this drama and the sore shins and ask something similar throughout the interview. Give them a second shot at that perfect job-winning answer.
Silence of the interviewers. Chatterboxing your way through an interview is a surefire way to miss clues and talk over someone who’s likely already nervous, so quit it. Also, when candidates have to talk to fill silence it gives you a chance to learn more than you otherwise might have if you’d have jumped right in.
Maren Hogan is a seasoned marketer, writer and business builder in the HR and Recruiting industry. Founder and CEO of Red Branch Media, an agency offering marketing strategy and outsourcing and thought leadership to HR and Recruiting Technology and Services organizations internationally, Hogan is a consistent advocate of next generation marketing techniques. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space. You can read more of her work on Forbes, Business Insider, Entrepreneur, and her blog Marenated.
We won't just do social media strategies. Social Hire will work with you to ensure your business gets genuine value from us and that your team gets the most out of the service. Our experienced social media managers are motivated to make a enhancements to your social media marketing and reaching targets in a way that realistically makes a difference to your business goals.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on campaigns that aren't right for your organisation, if it doesn't get your organisation the difference you need - we prefer a better approach. When your business utilises social media management, Social Hire get your brand the exposure it needs and offer your business the lift it needs to improve.
The social media marketers in our company are the best in the business at helping our partners enhance their online marketing. We outline and implement cutting-edge social media marketing plans that help our customers realise their organisational objectives and further their social media presence. Our experienced team of digital experts do your social media strategy creation and management in an uncomplicated monthly plan that is cost-effective and is genuinely useful, whatever results you demand from your online marketing management.
We're a company that helps our customers further their social media presence by providing social media marketing on a monthly basis.
You might like these blog posts The IQTalent Story: Our Top 3 Lessons Learned Over 9 Years, Small Business Marketing - How To Generate Leads Using Social Media?, Deciding on the Right Temporary Cover For Your Social Media Manager, and Turning Negative Feedback from Your Employees Into a Positive.