Are You Interviewing The Right Candidate for The Right Job?

After attending a Sales Execution Workshop this morning by Rich Chiarello (CEO, Above the Line), I realized a few key takeaways that any startup could utilize when interviewing candidates. The workshop focused on salespeople; however the overall theme can certainly be utilized in interviews for any job to find a quality candidate.

Two-Way Street

As an interviewer, of course you can expect to start the conversation with questions; it is after all, an interview. Questions like, “Why did you leave your last company?”, “Why would you be a good fit here?”, and “What differentiates yourself from other candidates?” are the norm.

It is just as vitally important for the candidate to interview you. First of all, this shows they have done their homework on your company and should be asking relevant questions. In addition, by asking questions back, the candidate is demonstrating how they are focused in their job search and want to make sure this would be the best fit on both sides.

The best candidates are content and successful in their current position, so what makes them want to join your team? What benefit will they obtain by leaving their current company for yours and what is the growth opportunity? These are all questions that showcase a high caliber candidate. If, toward the end of an interview when you ask, “Any other questions?”, it results in awkward silence or an excuse, wish them well and move on.

Are They The Best For This Job?

Candidates may come into an interview polished, prepared and outgoing – but don’t let this deter you from deciding if they are truly the candidate you wish to have in your open position. Perhaps after interviewing and digging into their skill set and experience you realize they actually are not working with the technology you use, or their experience is a lower level than what you had decided would work for this position.

Try to look at the interview objectively and determine if this person will have the ability to be successful in this role. Perhaps they are an excellent fit for your company and you can consider them for another, lower-level opportunities. It is important to not let appearance or a way with words persuade you into offering an unqualified candidate the position.

Will They Be Here For The Long Haul?

One of the key questions a candidate should ask is about growth opportunity. If they are not inquiring about their professional path at an expansion stage startup company, they are not looking for anything long-term.

It is most likely that after hiring the right person, they will be holding one, two, or three or more positions at your company. Make sure you see their potential before an offer is made. If you cannot see this person in a higher level position in the near future, they won’t be. Looking over their resume as a benchmark, did they hop around jobs year to year? Have they been at the same company for 10 years, but in the same position? These are all red flags to growth and longevity within an organization.

Implement these suggestions into your interviews and you will be sure to see candidates in a different light and hire the best person for the job. This can save lots of time and resources from hiring the wrong person and re-starting the search!