Interviewing A Small Business Owner – You have put your passion into building the retail business of your dreams. When it’s time to expand your business, you’ll no doubt need to hire more workers to help take things to the next level. After all, good employees are some of the best brand ambassadors a small business can have.
But finding the right employees can be a difficult task. There are many things to consider in addition to talent – do their goals align with your company vision, are they reliable, flexible, will they be as excited to come to work as you are? Here are four questions that can help you take these not-so-important considerations into account when interviewing job candidates.
Interviewing A Small Business Owner
1. Why are you interested in this opportunity? A common question, but the answers to it can make all the difference when deciding who might be your best hire. Listen carefully to the answers. Consider the deeper meaning of what these answers can tell you, not only about passion for your industry, but also about interview preparation. This can potentially make or break your session.
How To Hire The Right Employees As A Small Business Owner
2. If you were part of a dinner salad, what would you be and why? Cheese because I’m sharp. Bacon pieces because…well…bacon. A question like this is not intended to make your candidate argue. Is this a weird question? Perhaps. important? Definitely.
Not only do curveballs give you an idea of how quickly a person can think on their feet or solve a problem, but they also give the interviewer a chance to show some personality and creativity that might be a good fit for your culture, product, or team.
3. Tell me about a time when you were asked to work on a project outside of your regular responsibilities. Small businesses often need flexibility. It may be important to consider how the candidate might handle the “other duties as assigned” portion of the job description.
A question like this can help you learn about your successful candidate’s ability to adapt when it comes to tasks and, just like the lyrics to a Steve Winwood song, roll with it.
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4. What is your customer service philosophy? Your customers are undoubtedly the cornerstone of your business. Make sure you include a question like this to give you an idea of whether the candidate’s ideals align with the company’s principles. It can help you avoid harmful hiring.
But if a bad seed falls into your bountiful crop of employees and makes a dishonest choice, such as stealing a customer’s property, for example, the right business owner’s policy can help cover those actions. Be sure to talk to your insurance provider to make sure you have the coverage you may need when adding employees.
Are you in the market to explore small business insurance coverage options? Talk to a UFG agent in your area today. Finding talent for your small business is a lot of work. Job interviews and proper interview techniques are an important part of this process. Once you’ve acquired a list of potential candidates, the next step is to set up interviews with the most qualified candidates and ask them the right interview questions.
As a small business owner, you have many responsibilities. You probably don’t interview job candidates every day. So arranging interviews can be a chore. However, it is important to make the most of this opportunity to select the best employees for your company.
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It takes too much time to interview every single person who applies for a job opening (and in some cases it could be hundreds). Instead, screen candidates before setting up interviews. If candidates submit a resume, a quick resume review will show you which candidates are the most qualified. If you have many candidates, you can save time by further narrowing the selection with telephone interviews.
But be flexible. Choose interview times that will not interfere with business operations. For example, if you run a restaurant, you wouldn’t interview candidates over lunch. At the same time, give applicants several options before interview time. The best candidates may be in school or looking to leave a part-time job.
Prepare a list of interview questions. Don’t ask random questions, but think about what each answer tells you about the candidate. Use the same basic questions for each candidate, although you should be prepared to ask additional questions based on the candidate’s answers.
Does the candidate seem prepared for the interview? Is he or she dressed appropriately for your business environment? Can you imagine how the candidate will interact with your customers?
How To Write A Great Interview About A Small Business
Most job applicants are nervous when called for an interview. You can put them at ease by starting the interview with non-threatening questions like, “Are you having trouble finding us?” Once the candidate is relaxed, move on to questions that require more effort on the part of the interviewer.
It is illegal to discriminate on the basis of age, race, religion, color, creed, national origin, sex, and other categories protected by law in your state. Avoid asking questions about these areas. Louise Kursmark has written a helpful article about illegal questions on the recruiting site Monster.com called Keep the Interview Legal.
You may wait for answers or try to rush the interview, but be sure to give the candidate a chance to express their thoughts, even if they stray from the topic. It is also good practice to close the interview by giving the interviewer a chance to ask any questions they have.
It may seem obvious, but remembering what happened at the interview with each candidate can be difficult. This is especially true if you are interviewing a large number of candidates. You need notes to refer to when making a final hiring decision.
Important Questions To Ask A Business Owner
Don’t let your candidates sit on the fence for too long. They are probably interviewing with many companies. Top candidates will likely receive other offers. Once you have selected the desired candidate for your vacancy, make the offer as soon as possible.
If your small business is large enough to have group managers or assistant managers, a common interview technique is to let them participate in interviews. It’s a good idea to involve senior team members in the interview process. Their input can help ease new employees into your company. Also, having a second observer during the interview can help you see different perspectives on the candidate.
Be careful, though, that you don’t appear to be “tying up” the interviewer. Make sure all employees involved in the interview process understand the legal restrictions on interview questions.
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Use the AI engine to create conflict-free shift schedules in the cloud. Connect with your team and manage schedule changes in real time. Local Favorite After I graduate from college, my plan is to open a small sporting goods store in my hometown of Baltimore, Maryland. When I declined who I wanted to interview, I changed my mind at the last minute and chose Alan Davis, owner of Princeton Sports and Goods in Columbia, Maryland. I chose to interview him because of the path he has taken in life and the steps he has taken to be the best business owner he can be.
He is resourceful and knowledgeable and very philanthropic, donating to charities and other events that nurture the Columbia, Maryland community.
Mr. Davis is halfway through completing his master’s degree. He received his bachelor’s degree from the University of Maryland and is currently completing it by attending one or two classes a year. His degrees are in Business Administration, Human Resource Management and Advertising. He is the third generation in his family to own Princeton Sports and Goods and has done an incredible amount of volunteer work during and after college.
Mr. Davis has worked his way up the ladder in Princeton Sports and I think that is worthy of respect. He is very smart and understands business well.
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Princeton Sports is a Baltimore landmark and he runs the store efficiently and effectively. I want to be one after I graduate college because it is very well respected and well known in Maryland sporting goods sales. The part of the interview that I found most interesting was where Mr.
. Davis noted that he did “an AMAZING amount after college. I have served on almost every board in Howard County, including helping to form the police fund and the Arts Festival. I am currently on the board of the Howard County General Hospital Foundation.
I found this interesting because for some reason I believed that volunteering would peak after college and I would go on to lead a normal life. Mr. Davis now does a lot of volunteer work, even when he doesn’t have to. Mr. Davis is not all business. He is an experienced skier and is well known in