Congratulations, you think you have found the right candidate for the open role at your company! You are confident the candidate can do the job, but how can you tell if the candidate will be successful at your company? A robust interview process will evaluate if the candidate can do the job and if the candidate will enjoy the role and be successful.
In many cases, evaluating competency for a role is easier than determining fit. Let’s look at some questions you can add to the interview process to judge a candidate’s fit for your organization. Each question includes a follow-up question to ask yourself. It is important to note that these questions should be used to learn about the candidate’s preferences. It should not be assumed that because a candidate has worked primarily in a certain environment that they could not be successful in another environment. In fact, a change of culture, industry, or service area could be their reason for seeking a new opportunity and allow your business a competitive advantage.
Finding the right talent for your company is a big challenge for small business owners. Partnering with the Recruiting Team at Resourcing Edge can take the guesswork out of your hiring process. We take the time to get to know your company so we can source and screen candidates for proficiency in the role and their fit within your organization. Resourcing Edge, a Professional Employer Organization, offers recruiting services to PEO clients and non-client businesses.
Size of Company
Ask the Candidate: Tell me about XYZ company. How many people were on your team and how was the business organized to meet the customer’s needs?
Listen closely to the candidate’s perception of how the organization and size of the business met the needs of customers. The candidate may favor having a large pool of expertise to pull from in servicing customers. Conversely, the candidate might highly value a smaller model that offers customers a single point of contact. Does the candidate enjoy pitching in to ensure the success of the entire team? This is not to say that candidates who have worked for large companies will only be successful at large companies. The purpose is to compare what the candidate values with what your company can offer.
Ask yourself: Would the candidate be happy working at a company of your size?
Span of Control
Ask the Candidate: Describe the environment where you felt most productive and successful. How was work divided amongst the team?
Look for patterns. Perhaps someone has always worked on a small team and enjoys a wide span of control. Someone who has previously enjoyed this type of role may grow bored with a very specialized role. Alternatively, maybe the candidate has historically had a specialized function on a team. They may not thrive in a role where they are expected to juggle several different areas of focus.
Ask yourself: Has the candidate previously enjoyed a role with this span of control? If not, can you adjust the role to better suit the candidate for the benefit of the company?
Ask the Candidate: How do you plan your day and organize your time?
This question will give you insight not only into how the candidate prioritizes their time but also the demands of their typical role. For example, someone in a customer-facing role likely organizes their time based on the needs of the customer and is familiar with managing many priorities at once. In contrast, someone who serves in a supporting role, such as an accountant, typically plans the day in advance depending on the projects assigned.
Ask yourself: How will the candidate’s organizational style align with your vision of the role?
Ask the Candidate: What systems do you use on a daily basis? What system is the best in your opinion and why?
Of course, this provides insight into the candidate’s proficiency with different systems. Pay close attention to what the candidate values in a system and how that compares to what your company uses. For example, maybe the candidate likes a system that is intuitive to use and easy to learn. On the other hand, maybe reporting capabilities are most important.
Ask yourself: How do the candidate’s preferences match the nature of the role (i.e heavy data analysis/reporting versus customer service). How do you think the candidate would adapt to using the system you have if it is different than what they currently use?
Ask the Candidate: What would cause you to look back 30 days after joining our team and know you had made the right decision?
Listen for what motivates the candidate. It might be competitive compensation, benefits, work environment, growth opportunity, or work-life balance. Then be honest about what your company can offer. This is an area where small businesses can have a competitive advantage by pursuing candidates looking for the perks they can provide.
Ask yourself: Do we provide a culture where this candidate will be successful?
Ask the Candidate: Tell me about the best boss you ever had. What did you like about that leader’s management style?
We have all heard the adage that people don’t quit jobs, they quit bosses. By asking questions about a candidate’s expectations regarding company leadership, you can determine the management style they would thrive under in a new environment.
Ask yourself: Would the candidate feel empowered to succeed with your company’s direct management and leadership in general?
Resourcing Edge is a trusted partner in talent acquisition, able to assist businesses in a variety of ways. Our recruiting team is eager to work with companies like yours on recruiting strategy or helping with your next successful hire. Call 877-703-8010 or email firstname.lastname@example.org for more information.
Marisa Horton joined the recruiting team at Resourcing Edge in 2019 after several years in a high-demand, customer service role. She has quickly made an impact finding quality candidates for hard-to-fill corporate roles. Marisa supports clients across several industries, including healthcare, sales, and business operations. True to her roots in hospitality, she thrives on making a good match for clients and candidates alike.
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