In our last lesson we continued our series on how to hire and manage with a look at how to hire a freelancer. In today’s lesson we are going to continue that series with a look at the interview process for hiring full-time employees. So let’s get started!

1. 4 Critical Questions Which Every
Interviewer Should Ask
by FitSmallBusiness.com

2. What is the goal of the
interviewing process?

3. To find the best candidate for
the position with the least
amount of time and effort.
After posting a position, you
may receive dozens if not
hundreds of resumes.

4. Ask for the candidate to include
why they are applying to your
company. By doing this you can
easily filter out:
•Those who are just sending you
canned responses.
•Those who can’t follow simple
directions.

5. After you filter the people you are
interested in, the interviewing
process begins.
The first interview should be
conducted by phone and should not
necessarily be done by the person
hiring.

6. When interviewing by phone there
should be two or three routine
questions:
•Where did you go to school and
what was your major?
•How would you rate your (fill in
the blank, ie Exel) skills?

7. This interview has three goals:
1.To test the candidate’s verbal
and communication skills.
2.To give the candidate a chance to
say the job is not a good fit.
3.To Schedule a next interview.

8. The Next Interview
Now-days I think the best idea is to have the an interview conducted
using Skype video chat. With this interview, I think one can answer
the following questions:
•How interested is the candidate about the position?
•How knowledgeable about the field is the candidate?
•Does the candidate have some communication skills for the position?
•Does the candidate have some problem solving abilities for the position?

9. The 4 key questions that
every interviewer should ask

10. 1) What Do You Know About The Company?
An interested candidate will have research your company before
hand. If the candidate does not answer properly, it indicates a lack
of interest in the job or general laziness.

11. 2) What do you think the positions involves doing on daily basis?
In this case, what the candidate omits is as informative as what
they say. Omission may indicate lack of experience or that it might
not be their strong point.

12. Some candidates may say they have no idea but lots of
questions. If they have questions written down, it
indicates a good level of interest.

13. 3) Are you interested in the field?
• If so, what articles have you recently read? (for those
with no experience)
• What would you have done differently to make your
previous position more productive? (for those who have
experience)

14. 3) Are you interested in the field?
For inexperienced candidates, if they can summarize an article that
have read in the field related to the company or position, its a sing
that they will work to improve their knowledge base to do a better job.
For experienced candidates, a detailed, thoughtful answer can
demonstrate they care about “doing the best they can”.

15. 4) Would you be willing to role
play the following situation?
This provides gives you a chance
to see the job candidate’s ability
to verbally communicate, deal
with stress and think on their
feet.

16. This 4 questions are not the only ones you should ask, as the
rest will vary depending on the position. However these 4
questions will allow you to have more insight to the candidates
drive, personality and ability to handle the position.

17. And Finally...

18. www.FitsmallBusiness.com
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