Hiring Employees - Continued

When you are interviewing applicants you don’t want to talk to much, you want to get to know more about the person that is sitting there in front of you. The best way to get to know someone is to ask them questions and then to let them do the talking. On that point, try not to follow a listing of questions too much. Allow yourself to get a little sidetracked during the interview so you can learn more about how well this person could work with you and talk with you on a regular basis. Of course the applicant is going to be a little nervous, but this will pass after the course of a few minutes.

If you have an interview company up and the applicant hasn’t completed the company application avoid interviewing them until they do this. This could be done before the interview but you should have it in your hand before the interview so you can compare to the resume and to ask any questions that might come up when you are doing the interview.

Applicants who know a little about the company have done their research but if you are interviewing someone who is telling you all about parts of the company that someone in their position really shouldn’t know or need to know, you might be interviewing someone who is a little too desperate for the position. For example, going online and learning about the products and about how long the company has been in business is all fine and good, but when you are hiring an assistant or a technical person and they start telling you about financials and future outlooks you have a person that is a little obsessed about getting the position.

Look for an applicant that is going to fit well with your ideas, the position and the other workers that will interface with this position. While it is going to be a difficult position to fill reviewing all the applicants and then the information will be the best situation.