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You have Job Applications What is the Next Step?

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job applicationsYou have Job Applications What is the Next Step?  Now the Second Hardest Part … the Interviews!

Face to Face Interviews

There are lots of different ways to accomplish this, and you need to do what works best for you and your company.  I like to start off with that question we all love to hate – tell me about yourself.  It amazes me how many people start talking – some about their last job and how horrible it was (Next!), some about their family problems, etc., etc.

You need to word your questions so you can determine several things.  Can you trust this person?  Does working for you help them move in the direction of their ambitions?

Be open and honest with this person.  Communicate your expectations very clearly.  Are you both going to work towards the same goals?  Do they understand your vision and support it?  Will they help you achieve these?

Find out what motivates your interviewee.  Ask inquiring questions to get them to open up and talk freely.  It will help you see the real person.

I also ask for examples – give me an example of a situation …

You will probably come out with a top 2 or 3 candidates after the interviews – if you are lucky.  Sometimes there may be only one you would consider.  In that case, make sure you are not hiring just because they are the only one.  Make sure they are the right fit.

Job Applications what is the next step

A follow-up would be to assess the person to make sure they are able to execute in the role they’re applying for, especially as the role changes and your company evolves and grows.  I like to do this by giving them a sample project – something that is within the scope of the potential job duties.  This gives you a chance to see how they react and perform.

Something to remember – don’t hire on the assumption that your new hire will remain with you forever.  People tend to stay at a position 2-3 years before moving onto another position/company.

Another important thing to identify is to see how this person works with other people, especially you.  Asking things like – what type of relationship do you have with your former co-workers?  Your former supervisors?  What annoys you about other people?  Do you work better independently or on a team?

And remember, there are things you can’t ask … so don’t

Make sure you do your research on what is against the law to ask – for example, you can’t ask age (unless you have to hire someone over 18 or 21 – then you can ask them if they meet that age requirement).  You can’t ask about daycare, future family plans.  Consult an HR expert to make sure you are asking legal questions.

There is a reason hiring is among our least favorite things to do, but if you systemize it, you won’t have to “reinvent the wheel” each and every time.  You’ll find it gets easier the more you do it.  And know the right person will come along, so don’t try to make the wrong person fit just because you don’t want to interview anyone.

And when you find your perfect candidate…

Be totally honest and upfront with your potential new hire – don’t promise what you cannot provide.  Talk to them verbally to offer them the job, but also put all of the important facts into writing. Send (email is ok) an offer letter welcoming them to the company.  Be sure to include important facts such as pay, bonuses, when to start, who to report to, probationary period, compensation and benefits packages and when they are eligible, what documentation to bring with them on the first day, and any other items pertinent to the position you are offering.  Make sure you keep a signed copy of this in the employee file also.

And last but not least …

Train them well.  Don’t just throw them in there to sink or swim.  And remember, they can’t read your mind (yet anyhow).  Spend plenty of time with them, not only showing them the job but sharing your values, etc.  It will be time well invested with the right candidate.

This was Job Applications – what is the next step? Here is an article about the job application review process.

 

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