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This is my final recruiting tip I’ve got for small business owners that like to do their recruiting themselves. A lot of it is geared around getting buy in from the person, candidate applying, and saving your time through the interview process. This final one is saving your time in the interview process, the final interview. After you’ve already done a group thing, and they already understand all about the company, and the culture, and the role, and their expectations, and they’re still interested.
They’ve also done the group questionnaire, and you’ve asked them a whole bunch of questions, and they have sent it back to you, and you understand if they can read and write, and articulate themselves, and spell, and things like that. This is the final interview, which does need you, as the owner, to spend time with them and get into them, but prior to you doing that, throw them to your team because at the end of the day, they’re the people who are going to work with the new person, so you need your team to buy in on this applicant and make sure they think he’s going to be a good fit, and he’s going to work. And I can tell you that, very quickly, they will tell you if it’s not going to work, if they don’t want to work with him, or they’re not going to have the skills. They’re worried about it. So, throw him to your team, and get your team to do the thumbs up, and make sure they’re happy with this person, then you, as the owner, dig in and do the final interview.
So that’s my tip. Hope it works for you. I’ve found that in the past that it’s a real winner to get the whole team onboard to help train and get behind this guy and include him in the business. So, I thoroughly recommend using your team with every interview that you do. Hope that helps you out, and good luck for all your recruiting needs.
Recruiting – Using a questionnaire that results in better employees
I’ve got another tip, another recruiting tip for you, following on from the last one. This tip I find really helps you understand the candidate… better than you would otherwise. I usually like to use it in the case where you’re doing a group interview, but it doesn’t have to be. It could be beforehand or after, or just even if it’s a one-on-one candidate of application. It is having a questionnaire, or having something that you get the candidate to feel out, and make him do some work. That’s the basis of it, to make him do some work so you can really dig in and find out more about them, and why they’re leaving their last job and what’s the sort of work they like and why they’re applying and why they’re a good fit for your business , which means they have to go and do some homework, and look at your website and understand more about it.
They could look at all your social medias, and even to a greater extent find some of your suppliers or customers if they’re that motivated. But having a questionnaire that they have to fill out means that you can get much more information about them so you can ask a lot of questions and make them do some work, give them a bit of a hurdle that means that they’ve got to do something rather than just applying. This is a great one, especially for lower level employees.
For example, trades or apprentices or admin staff and positions like that. So that’s my tip, make sure you have a questionnaire, you make them fill it out, they do it in handwriting, so you can actually see if they can write, you can see if they can spell. You can see how long it takes them. Do they use lots of words? Do they use few words, because different roles will require some of those skills. I hope that’s a good tip for you. If you need an example of a questionnaire, I can probably help you out there. But even if you just make it up yourself, that is also certainly okay. Develop a questionnaire for when you’re recruiting and use that before you do the final interview. That’s my tip. Hope that helps you out.