Hiring the wrong employee can cost you big time. Thousands of dollars. Not to mention lost productivity and low employee morale as others on your staff pick up the slack. So how do you hire the right person? Someone who will fit in with the rest of your green industry staff, do a great job, even excel. Over the years, as the owner of several successful small businesses, I’ve learned a few things about hiring the right employees. It all begins with the interview.
Here are five key questions to ask your job candidates.
1. Why are you interested in the green industry?
This is one of the most important questions you can ask. You want to find out if the candidate has a genuine interest in the green industry. An employee with a real interest will be enthusiastic about the work they do and will be energized and motivated to excel at the job. A candidate with a natural interest in all things green will be self-motivated to help you achieve your business goals.
But how do you know if a candidate’s interest in the new green industry is genuine? It should be easy to spot. First of all, the candidate will not only have the appropriate education and credentials for the job, but will have knowledge and express enthusiasm in areas related to the green industry. The candidate might talk about books he has read on topics related to the new green industry. Or he might discuss a club he was a member of in college that worked to protect the environment. Even personal passions, such as a candidate’s pride in his fuel-efficient car or home recycling routines translate into enthusiasm that can spill over into the job.
2. How do you showcase and use your strengths?
It’s one thing to say you have a strength and quite another to identify how you’ve put your strengths into action. While the response to this question allows you to identify whether a candidate has the strengths you need for the position, it also makes it possible for you to gain insight into how he handles problems and job-related tasks. Ask for specific examples of how the candidate has used his strengths.
While this question gives the candidate a great opportunity to sell himself by showing you how his strengths fit the job, it’s also a question that can provide you, the interviewer, great insight into whether the candidate really has the strengths you are seeking for your new green industry position. For example, pay attention to what the candidate doesn’t say. By highlighting particular strengths but not mentioning others, your candidate gives you important clues as to what his weaknesses are in addition to his strengths. You can verify your hunch about his weaknesses by asking follow-up questions about specific areas the candidate didn’t mention when describing his strengths.
3. What kind of work culture do you thrive in?
Listen for details. You want to know if the candidate will fit into your work environment and get along with other employees. Does the candidate prefer working on a team or going it alone? You want to be sure the candidate’s preference aligns with how work is accomplished at your company. What are the candidate’s values and goals? They should align with the values and goals of your green industry business. Often at small businesses, employees have to wear several hats. Is the prospective employee a person who enjoys variety, or does s/he prefer a rigid role?
Hiring a person who fits your culture will increase longevity and productivity in the workplace. If your candidate is a good fit, s/he will be successful and your workforce will be strengthened when you add her/him to your team.
4. What do you want to get out of this position?
Is your candidate a recent graduate looking for an opportunity to get their foot in the door? If so, they are probably eager to learn and would be happy to handle a myriad of duties. But will they stick around?
Is your candidate a mature person with extensive experience related to the green industry? If so, they will be a great asset to your organization, unless they are stuck in old ways of doing things. Are they open to taking direction from you?
You need to know the type of employee you want and then your candidate’s answer to this question will provide a reliable way to know if the person would be a good fit.
5. How long were you in your last position?
The answer to this question helps you to assess whether the candidate will work at your small business long enough to make it worth your while to train them. But make sure you ask follow-up questions. If the candidate was not at a position for long, there could be good reasons why they cut their time there short. Take a look at how long they stick to one company. It’s important to find out why they stuck with one organization and not another, as this will help you to determine if your company is the appropriate place for him.
Obviously much goes into finding and hiring the right person for a job, but the interview is a central component to any search. By asking candidates these five key questions, you’ll be on your way to finding the right employee, one who will help you to succeed in the green industry business. Happy hiring.
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