When you are running a company, you can have the perfect product and the perfect business system, but if you do not have a dependable and hard-working staff, you will not get very far. The first step to building a staff that is dedicated and enthusiastic is holding productive interviews. This can be challenging when you are in a niche industry–specialized talent is more difficult to find. In order to make your interviews count and find that perfect person for the job, just follow a few interview tips:
1. Know your end goal. Yes, you want to hire a new employee that will add value to your company. But, you also want to hire an employee that will be retained. With niche industries, however, there is a balance. The small talent pool limits options. Your decision is to then weigh whether the candidate is qualified enough to retain through incentives. If not, you will be forced to play the waiting game for another qualified candidate to become available–and this is sometimes the best option.
2. There is competition. In a niche industry, as previously mentioned, there is not a multitude of qualified candidates searching for jobs. The candidates that are qualified are in high demand. If you understand this, and you find a qualified candidate that would fit in well at your company, you will likely have to make a strong argument for why they should choose you. Be prepared for this.
3. Ask good questions. All it takes is a quick search on the internet to see the typical questions that get asked in an interview. What is your biggest weakness? What is your biggest strength? These often illicit near meaningless answers that just sound nice. Rather than waste your time and the candidates’ time with the usual, run-of-the-mill questions, ask something that will make a candidate think and respond honestly and openly. This could be asking a candidate about work projects that they might be good at, but are not interested in. It could also include questioning about a time the candidate made a mistake at a previous job. You can get creative with questions, but just make sure they have a purpose. If you need someone who can critically think, ask them questions that would draw this out. If you need someone who is good with people, ask them questions that could help them exemplify this characteristic. Your job is to help the candidate show you who they are.
Interviewing potential employees is never easy. It can be difficult to tell if a candidate is really right for a job.
One of our values is wanting to find the right people for your business. Please contact us to learn more about our expertise in Executive Search for Commercial Leadership positions in Medical Device and Biotechnology; including Marketing, Strategy, Sales Leadership, Training, Development, etc. We look forward to the opportunity to help you consistently improve your performance and your business!
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