Hiring a new member of staff is a costly decision and not one to be taken lightly. For most businesses, wages are the top expense, so you want to know that when you do take somebody on, that they’re the right person for the job. So what questions should you ask before hiring?
Question 1: Does The Candidate Fit Your Culture?
A candidate might have all the relevant experience and qualifications. But if they don’t fit the company culture, they can create problems. Employees used to an open culture may struggle in closed ones, and vice versa, creating confusion and dissatisfaction among other team members. They may also have different values to your company, preventing them from really fitting in and getting on well with management.
If you can, probe the values of candidates to check whether they align with your own. It’s okay to turn an applicant down, even if they appear to have everything you want on paper.
Question 2: Do They Have A Checkered History?
Some employees have a checkered history which can make them unfit for certain types of work. However, they’re unlikely to be upfront about certain things about their past. If you have suspicions about their character, then it might be worth asking a private investigator to perform some checks. You can often get hold of lots of background information, including any criminal record or activity on social media.
Question 3: Do They Seem Enthusiastic?
You know that you do your best work when you’re excited about the task you’re performing. When you find something boring, it’s tempting to do the least work possible. Ideally, candidates should be enthusiastic about the work you offer. Ask them for evidence that they’re keen on certain aspects of the job, such as what they might do outside of working hours. People who are genuinely passionate about the content of their work often have a related hobby or side project.
Question 4: What’s Their Attitude Like?
Harvard researchers have created a list of attributes they believe constitutes a person with a great attitude towards life. The list includes traits such as high openness to new experiences, low negativity, and cognitive energy to apply oneself to tasks. You want these same people working in your organisation because their positivity will rub off on the people around them, creating a better working environment.
Again, don’t be tempted to hire somebody just because they tick experience and qualifications boxes. Find out whether their attitude will be beneficial for your organisation or not.
Question 5: What Are They Worried About?
Candidates will often have worries about a particular job, just as consumers may have concerns about buying a specific product. The role of good employers is to assuage these concerns so that they don’t miss out on an opportunity to employ a high-quality person.
Take the time to go through the employment contract with candidates, asking them for their input along the way. Potential employees may have questions about holiday time, company policy regarding parental leave, and pay.
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