The job market has recently been flooded with a vast amount of recently laid-off workers. This surge in possible new hires is a plus for business owners; the downside is choosing which employee to hire for your most coveted position. Thankfully,there are a few things that you can do to make your decision process run more smoothly and possibly gain a long term dependable employee.
If you want to know if your applicant is a good match for your company, you should just ask him or her. One of the most important ways of telling if someone is suited for your company is by simply taking the time to sit with them and ask meaningful and probing questions. Just like in real life, you need to openly communicate to achieve an understanding of a person’s character and goals. One of the first techniques involves looking at your own companies real needs.You wont know what to honestly look for in a potential employee until you make a real assessment of your own company. You must assess both strong points and its faults.
Ask these probing questions and you should be able to identify winning job candidates that will have a level of high work performance for your business.
1. What is your greatest strength and what can those strengths bring to the company? This is an icebreaker question that tends to ease the nerves of the applicant. People are always ready and willing to take the opportunity to shine. The answer of course should be taken with a grain of salt, in order to weed out any possible over exaggerations.
2. What is your greatest weakness? This ‘surprise’ question is often times not prepared for and the applicant may exhibit the truest answer here as they have not preplanned a response. Be sure to not assume that a stumble in the applicants answering is indicating of a falsehood.
3. Where do you see yourself in five years? Businesses have long term plans and that requires the long term asset of a team player. Finding out the mental or life goals of a candidate is vital when it comes to the long term survival of your company. A large part of expenses is occurred in the training and retraining of applicants that leave earlier than expected.
4. What skills do you wish to improve on? This opens the future employee up to improvement possibilities, which can be a valuable asset for the businesses ultimate goals of stability and future development. If your company has programs that are offered to employees, have this info on hand in case the potential hire exhibits the desire for additional training.
5. If you were hiring for this position, what qualities would you look for? The answer here is more beneficial for the applicant. They will have the opportunity to consider what is realistically required for the position that they are applying for.
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