Spring is almost upon us, meaning some of you are probably looking for new hires. But what is the best way to go about the interview process? What questions should you ask? How will you know if you have found the right fit for your company?
Interviews have become a complex process for both field service management business owners and the interviewees. With technology and social media ruling our every step, the process of finding a new hire has been taken to a whole new level. Owners are also being faced with the issue of not disturbing privacy laws.
Below I have provided both “to dos” and “not to dos” when it comes to interviewing a potential hire:
What to do
- Have qualities and traits set – Know what you are looking for before you start the interviews. If you know what you want in an employee, they will be much easier to spot then just shooting in the dark
- Ask the right questions – There are always going to be the basic questions that every interview must have, but try to think outside the box so you can find out if the interviewee is a fit or not. One really good question I heard was asking about the person’s hobbies. These types of questions help you see if their hobbies will interfere with work, or in fact make them a better asset to the company. Examples are someone who likes to travel could then potentially be asking for a lot of time off, while someone who has no background experience in landscaping, could have hobbies that include loving doing lawn work and growing a new garden each year. The main thing to focus on is to dig deeper than the standard interview questions so you can truly get a feel for the person.
- Expand your search – Try not to limit your search to just those with a horticulture degree or experience in snow plowing. A potentially great employee may feel intimidated that they do not have a degree listed as a requirement. Explain the basics of what the job entails, for example: Seeking those who enjoy working outside and who want a chance to grow and continually develop their skills, all while receiving recognition and benefits.
What not to do
- Don’t rely on past job experience and references alone - First and foremost it can be difficult to reach out to references for fear of being sued over privacy laws. Secondly, some people just have hidden talents they haven’t been able to express fully yet. Take the example from above. Perhaps your interviewee has zero background in landscape management, but they truly love working outside on their lawn and have a great attitude. You have to train employees anyway. so why not take a chance on someone who is willing and able to learn, but doesn’t have the experience, over someone with the experience, but far less enthusiastic?
- Don’t sit back, silently – It is always good to listen to everything the interviewee has to say, but also speak up about what you and your company are looking for. Explain that this is a growing business and there will be opportunities for them to grow right along with it. You don’t want to run in to the issue of hiring someone who is just taking the job until something else comes along.
- Don’t discount your current employees – Use your employees for all of the resources they have to offer. You may be in a need of a new foreman and have one sitting right under your nose. Don’t exclude the possibility of simply promoting within the company when a new position opens up. Also use employees as referrals. Ask your team if they have any potential hires in mind. Employee referrals may turn out to be some of the best options because the referrer won’t want to submit a dud, and they know they background and work ethic of friends or family.
Hiring has become a much more complex process than simply submitting a resume and asking a few questions. The most important tip to take away is to ask the correct questions. Use questions that will dig deeper than the basics so you can really get a feel for the interviewee.
Do you have any interview questions that have proven effective for your business? Post them in the comments section to share.