NFIB

Be Sure Before Hiring a New Employee
03/ 28/ 2002


As mentioned in previous Workshops, hiring the right new employees is crucial for a small business because employees often wear many different hats. Also, a new employee must fit in well with existing employees to maintain the overall group harmony that is so important for maintaining a small company's momentum and growth. In today's Workshop, contributor Jeff Moses discusses several proven tips for helping to make sure an applicant is right for the job.

Interview an applicant at least twice before hiring, with an interval of several days or more between interviews. This will give you the chance to learn more about the applicant than could be determined in a single interview.

When an applicant is called back in for the second interview, they'll assume that they made a favorable impression during their first interview. As a result, you may see a little different side of the applicant's personality. Make sure that you ask some of the same questions that you asked during the first visit. Does the applicant answer them about the same way? Or do you see discrepancies that could mean the applicant wasn't sincere during the first interview?

Set the mood of the second interview so that it seems more "relaxed" than the first interview. This may help bring out the inner character of the applicant -- the one you'll be living with every day if the applicant is hired.

Consider having an existing member of your staff sit in on the second interview -- preferably someone with whom the applicant may be working. Compare notes afterward to see if any new facets of the applicant's personality have been revealed.

If the applicant will be performing specific tasks in his or her new position, consider inviting the person in for an entire morning or afternoon before making the final hiring decision. Let them mingle or even work with the people they'll be in contact with every day. These few hours will tell you a lot more than can be gained in the rather formal face-to-face format of an interview session. Speak with your employees after the applicant has left. Pay attention not only to how your employees thought the applicant performed the actual required tasks of the work, but how well the applicant fit in with the group.

Of course, don't overlook the tried-and-true background checks of applicants, including references from former employers.

Never rush to hire, even if you're terribly short staffed. Hiring mistakes are almost always based on hurrying.

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