As a startup, it can be challenging to navigate the hiring process. How do you make sure you’re finding the right talent for your company? How do you conduct a productive and insightful job interview?
Here are some questions to consider as you prepare to interview candidates for your startup:
- How can you structure the job interview to make the most of your time with the candidate?
- How can you ensure that you’re covering all the important topics during the interview?
- How can you take detailed notes without making the candidate feel uncomfortable?
- How can you show genuine interest and make the candidate feel valued?
- How can you manage expectations and ensure that the candidate is a good fit for your company?
- How can you make the candidate experience memorable and pleasant?
One way to address these questions is by following these seven steps for how to interview well:
- Setting the Stage: Start off with a short round of introductions, where you tell the candidate who you are, what you do and a little bit about the company. Summarize the interview process and let them know that you’re interviewing with other candidates. Discuss next steps, including when the candidate can expect to hear from you afterwards. This step helps to set the tone for the interview and gives the candidate an idea of what to expect.
- Checking the Boxes : Use an interview checklist to make sure you cover all prepared topics, but don’t let it run the show. The most important thing is having a productive conversation, so keep it short and sweet. The checklist helps to ensure that you are evaluating all candidates on the same criteria and that you are covering all the important topics.
- Taking Notes: If you want to take notes during the interview, do it on paper not on your computer. Taking notes on paper prevents a barrier between you and the candidate, it makes the candidate feel that you are paying attention and interested in what they have to say.
- Making a Connection: Be on time to the job interview, or even better, be there five minutes early. Whatever you do, don’t let the candidate wait, or they’ll think that you don’t care about them. Show interest in the candidate and show them your best self. Remember that the candidate is also taking time out of their day to interview with you.
- Aligning Expectations: Ask the candidate when their preferred starting date is, whether they’re talking to other companies, and take a minute to double-check salary expectations. This step helps to ensure that the candidate is a good fit for your company and that their expectations align with the job requirements.
- Two-Way Street: Make sure you give the candidate the opportunity to ask you questions too. Keep your answers concise and let them elaborate on theirs. As much as you’re interviewing them, your candidates are also interviewing you to determine if they want to work at your company.
- Leaving a Lasting Impression: Even if a candidate won’t go on to work for you, they’ll form a strong opinion of your company based on their candidate experience. Make sure you do everything you can to make the experience memorable, pleasant and balanced. This step helps to build a good reputation for your startup and makes sure that the candidate has a positive view of your company.
Bonus – Here is a powerful book we recommend -Consider adding this book to your reading list if you’re a hiring manager, recruiter, or a startup founder.
“Who” by Geoff Smart and Randy Street – this instant New York Times Bestseller, provides a simple, practical, and effective solution to what The Economist calls “the single biggest problem in business today”: unsuccessful hiring. Emphasizes the importance of making the right hiring decisions and stresses that the success of a manager is largely determined by the quality of the people they bring on board. The authors, Smart and Street, highlight that “who” refers to the individuals responsible for making important decisions and managing key aspects of your business, such as your sales force, product, and customer engagement. Don’t wait, buy this book today.
Parting thoughts: Creating a welcoming and inclusive experience for candidates from the interview invitation to the final interview is crucial for building your employer brand and creating a positive interview experience for everyone involved. This can go a long way in helping you attract top talent and make sure that you’re finding the best fit for your company. It’s a win-win situation for both the candidates and the company! By making sure that the candidates feel comfortable and valued, you’ll be more likely to find the right people for your team.
Choosing the right hiring partner, like Skillpad, can help you build a great brand and find the right talent for your startup.
