Word is out — your company has a job opening. Resumes and cover letters have been flooding into your office giving you a plethora of potentially wonderful job applicants. Your next step is to select a handful of the most promising applicants and begin the interview process. Your goal: To get the information you need to make an informed decision about which one is the best fit for your business. But how do you do that?
When hiring a new employee, a certain amount of risk is inevitable. It is impossible to know for sure whether the new guy is going to work out until you actually see him in action. Even so, you can mitigate your risk by getting answers to some key questions about your applicants before offering them a position.
Here are some questions you can't afford not to ask:
Is the candidate qualified to do the job?
Most importantly, the candidate has to be qualified to do the job. Does he meet the educational
requirements for the position? Does he have the right experience? Does he possess the proper
certifications? These are all crucial questions that need to be answered during the application
and interview process.
Job applicants tend to understate the importance of meeting each job requirement, while employers tend to overstate the requirements that are actually necessary to get the job done. Reality lies somewhere between the two. For example, it would be great if the person working your cash register had a college education. But by making that a requirement, you may pass over candidates with extensive cash register experience in favor of desperate candidates who have a degree but no register experience whatsoever.
Start by making sure the candidates meet the minimum requirements for the position. You can narrow the list down further throughout the interview process, giving you the ability to consider a frontrunner candidate who falls short on a minor requirement.
What is the candidate's job history? Why did he leave his last job?
In addition to reviewing a candidate's qualifications for the job, you also need to learn about
his job history. A candidate might be the most qualified guy in the world, but if he has a
troubled employment history, then he’s probably not the right person for your company.
Ask the candidate why he left or is leaving his last job. How long has he been unemployed? If he has been unemployed for three years, then you’re probably missing something. Many employers ask for references but never check them out. Don’t make that mistake! Call the references including at least one former employer.
What is the candidate's availability?
When do you need the candidate to start working for your company? If you need the person to be
on the job in a week but he won't be available to start work for a month, then you've got a
problem. It's better to have this information before you make the job offer so you can avoid an
unpleasant situation later.
What are the candidate's career goals?
Finally, you need to learn about the candidate's career goals. You are looking for an employee
who is interested in making a commitment to your company. If the candidate's goals conflict with
your goals, then keep looking. There is a qualified candidate with compatible goals out there
somewhere.
