Small business owners are navigating interview challenges. How can you ensure the best candidates stand out?

Many small business owners are not trained at employee selection and what a new team members means to your business. I agree job descriptions are important, but not the most important focus of the interview process. The owner should invest a bunch of time to determine if candidates experience is relevant to current and long term needs. A question like "what do you know about our business?" will be very telling to see if the candidate even understands what they are interviewing for. As a business owner, you also need to represent your business the right way..be on time..be respectful..be honest. Many owners hate interviewing and it shows how they conduct the process. If this is the case, outsource this process to get the best candidates

As an employer or the one hiring you must know WHAT Your Goals are Specifically that you are wanting to accomplish and WHEN You'd like to reach these Goals & HOW you'd like to reach them. Then based on that information, talk & discuss the What, When & How of your Goals with your Management team or those assisting with the hiring process so everyone is on the same page: Then Tailor your questions around your goals and see based on their answers which prospective employees are more closely in tune with your goals and can assist you in reaching your goals as a company or organization.

Skills-based hiring is the best practice for small businesses to identify the talent they need. First step is to know what skills are needed. Not just the tasks but what skills does the business need to grow. As a business owner knows the skills they need, they can more easily recognize them in the people they interview. They can use that skills list to ask questions that demonstrate those skills. If you ask a person "have you chopped down a tree?", the answer is closed with yes or no. But does that tell you if they have the skills you need for your business? Instead, if you ask about the skills such as safety protocols, usage of power tools, strategic thinking and calculating trajectories, the conversation is entirely more effective.

Remember you are not only hiring an employee, you are also hiring a person with a real life outside of your business. Those personal areas are going to impact their professional life. Of course, we must be careful to not ask directly about ones personal life in an interview, however, questions can be tailored to reach into both areas and you can gain a glimpse of the person as well as the professional. This will help you to build a stronger team and family like culture that many businesses so desperately need to reach their top potential.

Assessing cultural fit is just as important as evaluating technical skills. You want someone who can excel at their job and also mesh well with your team and embrace your company’s ethos. During the interview, discuss your business values and observe the candidate’s reactions. Do they seem enthusiastic and aligned with your vision? Understanding the importance of a compatible work environment can make a big difference in employee retention and overall workplace harmony.

Understanding the importance of a compatible work environment is crucial for employee retention and overall workplace harmony. When employees feel comfortable, supported, and appreciated in their work environment, they are more likely to be engaged and motivated. A positive work environment fosters collaboration, creativity, and a sense of belonging within the team. It can lead to increased productivity, job satisfaction, and ultimately, lower turnover rates. Employers who prioritize creating a compatible work environment demonstrate their commitment to the well-being and success of their employees, which in turn can have a positive impact on the overall success of the business.

One of the most important things is to ensure they will fit with your existing team. Check their understanding of being a Team Player and what it means to them.

Be careful what you wish for, is it compatibility or sheep that say yes all the time until you are not around. An interview with out other measures will not be a good tool to make a final decision. Get other co-workers involved and have a social setting. Better to take the person out of the predictable interview format and into a real world setting to find what you need to know.

I have always relied upon nonverbal cues along with asking questions that are specific to the job position versus canned questions. It really helps to get a better idea of their personality as well as what they like to do and would be able to add to the team.

Useful to be fully aware of their body language as you can come across what I would class as “professional” interviewees. They have done it so many times they know what to expect you to ask. So catch them out with a random question and watch them squirm ??

Also often asked how their Family feel about their application for a new Role. It’s amazing how they open up and relax, you can learn a lot more about a candidate and what support they get from home.

I am not a fan of reference checks....I prefer referrals. The best source for candidates are leaders from your current customers or customers you would like to acquire. Can you hire one of the family members of the past chair of the industry association for example? Even if they don't have a candidate they will appreciate being asked. Referrals are far superior to references. Anyone can get a good reference but only really good people are referred.

Being a small business, the culture is very sensitive to staff dynamic. I have conducted paid trial day(s) periods to ensure the right fit on both sides, which has been received very positively from potential candidates as they get to see and experience our environment and we can assess the fit. Like any other approach it's not fool proof but it is effective when we feel the candidate will be a good fit.

Small businesses run on enthusiasm, shared vision and values, and humble tenacity. After weeding out those who don't demonstrate the technical skills required, the focus shifts to who can both create immediate impact and support ownership to help the company grow. You need someone who can fill a need inside the business but you also want someone who will be engaged and energized by all areas so they can help you grow. Knowing this, will help you identify candidates that share your values, have a passion for diverse, hands on experience and a desire to be exposed to all aspects of the business. Just like coaching a team. Great teams have players that share the vision and work together for the benefit of the team not the individual.

I look for demonstrations of grit and going above and beyond. Are they an Eagle Scout? Did they serve in the military? In what capacity? I recently met a nuclear submarine officer. That tells me a substantial amount about the individual and what he is capable of achieving in a role. I always look for the people who have excelled in the environments they have been in life.

One thing I’ve found helpful is to ask about previous experiences both employment and special interest or hobbies. What do they love about them, what excited them the most , what did they dislike, why did they leave or stop doing . Did they become bored and move on? Listening carefully to what they say and how it is said gives you lots of clues about who they are.