Hiring is tough right now so leaders might be tempted to fly by the seat of their pants and grab the first warm body they find. But that strategy has a significant chance of making things worse if in fact, your new hire turns out to be the employee from he**.
If you are hiring a key position and want to avoid that trap, here’s a hiring process I use with my own clients that you may want to consider:
This is a 15–30-minute phone or Zoom interview to confirm basic, non-negotiable qualifications. Questions you might ask are:
What are your pay requirements?
When are you available to work?
Do you have reliable transportation?
Do you have high quality/fast internet at home (if they’ll need to participate in Zoom meetings)?
This should last about 1 hour and take place either in person or via video. This is where you confirm their skills and ask a few behavior questions (both based on the skills & aptitudes you’ve identified in the job description.) Let them do most of the talking! Only “sell” the organization once you’ve decided they might be a fit – not at the beginning of conversation.
If you’ve narrowed down the field to 2-3 candidates, you can invite them to take an assessment before the next step. There are hundreds of assessments that are proven to identify communication styles, job related skills, and many other factors. An assessment can help eliminate “bad fit” candidates up front and/or help determine further questions for the next interview.
This interview is reserved for only your most serious candidates and where I recommend involving a small panel of interviewers made up of people they might work with. Each interviewer has the chance to ask a behavior-based question or two (determined in advance.) Once again, this interview should take approximately 1 hour. At the conclusion of this interview, discuss each candidate. If you can decide, have an offer letter prepared. If not, have options ready to schedule a “job shadowing” opportunity with each candidate ASAP.
This step can be done routinely or as a tiebreaker. It’s designed for you to see how well they’ll “fit in” outside the formal interview process and give them a chance to experience the job and your culture by spending time with someone already in that role, or with someone who can demonstrate a few tasks related to the role. When job shadowing is done right, it should make your final choice crystal clear.
I hope you find this helpful! Let me know if you have any questions or need assistance.