I was tasked to be part of the Recruitment process at work. Merrily, I took the chance to research!
This time the book is from Veechi Curtis. (2016). Small Business for Dummies. (5th Australian & New Zealand edition). Milton. John Wiley.
Curtis (Chapter 11) highlights the importance of a detailed and specific job description (5 qualities, quantifiable/clear goals, purpose, reporting officer etc). This becomes crucial for selecting the right candidate and even asking valid/suitable questions during the interview.
For the interview, she suggests:
- Tests during the interview e.g. on the spot Excel calculations or note taking.(where applicable of course)
- A scale say out of 5 or 10 is useful in tracking questions repsponses and comparing between candidates.
- Unconventional questions – ask what the person would do if he/she became Prime Minister or President. [This is a good, and polite way to understand the person’s values and working style]
- Inquire of the candidate how he/she tackled a difficult situation; also ask whether they would have used another method/way [Rather helpful in seeking out problem solving ability and whether the person reflects/learns]
- [Trap] Find out what the candidate disliked or liked least about his/her previous/current company [Hmmm… I shan’t say more…]