A company’s necessity to replenish its workforce is obvious, what may not be as obvious is the daunting task that awaits. During any interview process it is wise to include as many as your current staff as possible, especially front of house staff who are the first port of call for clients and potential employees (receptionist, personal assistants). How a person communicates with your front of house staff, that they may perceive to have little influence in the interview process, will be a real reflection of character.
I found this time and again, when asked to meet applicants or even the new head of department or head of faculty while lecturing at a tertiary level. These applicants or head of departments would brush off and on one occasion ignored the admin assistants greeting. Hiring people like this will create a rift within the company because staff feel unappreciated and looked down upon. During interviews, I conducted with businesses looking for therapists, I would ask administration staff to notice aspects of body language with which I trained them to notice. Not only did the staff feel invested in the business because they felt part of the development and growth process but the information relayed improved and streamlined the interview process.
Tools to assist with the interview process.
To avoid any possible chance of bias towards an applicant by staff whether intentional or unintentional; provide checklists of specific things to be aware of.
Checklists of questions regarding:
- Body language. (Things to pay attention to)
- How they introduced themselves?
- While waiting to be called what are they doing?
- How are they interacting with other applicants?
Specific points are formatted for each checklist with a tick to show what was noticed. This checklist is to be handed to the interviewers prior to the applicant entering for the interview, so they may revise the checklist to improve their own awareness when the applicant presents themselves.
Checklists for the interview panel regarding:
- Body language when entering the room, when sitting, how the applicant shook your hand and where their eyes look to when communicating.
- What questions are they asking about the company? (Is it related to pay, history, where the company is heading ETC.)
- Are they leaving the room as they found it, and if not, how they are leaving it?
These are just a few examples of checklist possibilities, and the lists specifics can be adapted to suit a company’s needs regarding what they require of an applicant and the position they wish to fill. Having a point system per question on the checklist to be added at the end of the interview will be a way to gauge applicant’s congruency with company’s mission.
Interviews will be best carried out over 2 stages. First stage is to view attitude, posture, and communication skills. The second is to test if they are proficient with the practical skills they claim to have, whether a computer program or physical activity minimising chances of hiring someone who has lied on their resume.
Your company’s strength is shown with the people you employ and the leadership group who drive your company forward. The care you take in building your team will reflect the performance of your team. And by having staff involved in the interview process will give them a vested interest and pride in building your company with you.
With you in health and wellbeing.