Rebecca Barnes-Hogg! Is a Small Business Hiring Expert! We all know that hiring the right people is CRITICAL to success. Yet only a very few entrepreneurs and small businesses were good at hiring. Companies are settling for average employees because they don’t think they can find BETTER and feel they can’t compete with big corporations for the talented people they need. They make BAD hiring decisions because they are in pain and settle for the first available person they find WITHOUT taking the time to understand how that person will fit in with their vision, mission and values. One size DOES NOT fit all and a cookie cutter approach to hiring just doesn’t work…
Rebecca’s personalized approach connects businesses with the talented people they need to take their business to the next level! She takes the time to listen and understand YOUR UNIQUE NEEDS. She takes the pain out of the hiring process in a fun and down-to-earth way. She gives you greater confidence in your hiring decisions, less stress managing your team, and a bigger profit. She is definitely ON A MISSION to make sure no business is held back because they can’t find the right people.
Visit her website at www.yoloinsights.com to learn more about how you can save money by hiring the right people.
You may have received some training and researched proper interviewing techniques. You know all about how to ask legal questions and how to stay away from the illegal questions. Putting that knowledge into practice is when the fear grips you. “How will I know which candidate is the right choice?” This stuff is hard! Every candidate has researched the “correct” answer to the standard interview questions.
Below are Rebecca Barnes-Hogg’s favorite three (works EVERY time) modified versions of standard questions that will determine the right fit and the right choice for your business:
1. Instead of “What are your weaknesses?” ask “Could you tell me about a time you lacked the knowledge or skill to complete a task?” What you really need to know is how a candidate responds to change, faces challenges, approaches learning opportunities, and if they can problem solve. You won’t get that when you ask about weaknesses.
2. Instead of “How do you stay motivated?” ask “Could you tell me about a time you had to do something you
didn’t want to do?” This question tells you how a candidate deals with adversity, what happens when things that do not come easily for them, how they work with others, as well as what motivates them. The standard answers won’t tell you anything useful about the candidate’s attitude or behavior.
3. Instead of “What are your strengths?” ask “Could you describe for me your greatest accomplishment or the thing of which you are most proud?” The answer to this question will give you insights into whether the candidate is collaborative, if they take personal responsibility for the quality of their work, how they solve problems, and what happens when they face obstacles. The standard answers won’t allow you to differentiate candidates.
These questions are experiential rather than hypothetical. How a candidate answers provides insights into their thinking and feelings. Not only do you want to know about their behavior, but you also need to know what prompted the behavior. These questions give you a TRUE picture of how candidates have performed in specific situations. Your goal is to make sure that the candidate fits your company. Remember: You cannot train for personality or fit so don’t put yourself or the candidate through that pain.
NOW IT’S YOUR TURN!!! What other questions would you add to this list? Please share them with Rebecca via e-mail at firstname.lastname@example.org.