Ask the candidate to state in a nutshell why he or she is the best person for the job. This allows an opportunity for the candidate to fully share with you anything he or she believes is important in your hiring decision and sell him- or herself to you.
Preparing to interview a prospective employee
Before beginning an interview, prepare yourself with a thorough review of the applicant’s resume or application. Get ready to ask about specific information provided by the applicant and develop a set of questions relative to previous employment history such as, “What did you like most about working at ABC Company?” By planning your questions in advance, you can coach someone through the process of sharing not only their job skills but their personality, social skills, and mannerisms. You might realize during the interview that the candidate may have previous experience but a personality that doesn’t fit in with your business climate.
Questions never asked
It would be wonderful to find out your candidate has five children under the age of 10 before hiring her. However, you can’t ask someone if they have kids. The same goes for asking whether a person is married. While you may not ask someone how old they are, you may ask if they are over the age of the minimum age requirement for insuring drivers. There is a direct effect on whether you can hire someone if you cannot obtain insurance for them so it must be disclosed if they are under the minimum age. They need not disclose their actual age. You also may not ask questions related to religious beliefs or ethnic background. These are all questions that could cause serious consequences if even skirted around during an interview.
Questions you should ask
Questions should be posed to avoid simple yes or no answers. Questions such as, “Tell me what you liked least about your previous employer?” This question gives you some insight to personality and moral character. Remember, you will be her next “previous employer” and this is how she may speak about your company. “What is your biggest accomplishment in life?” This question is designed to provide insight into the candidate’s personality. Equally important is, “What is your biggest failure in life?” Ask the candidate to state in a nutshell why he or she is the best person for the job. This allows an opportunity for the candidate to fully share with you anything the candidate believes is important in your hiring decision and sell him- or herself to you. As an operator in a 24/7 transportation business, you also may certainly ask about hours, days, and weekend work availability.
Your turn to talk
The job title and description being offered should be clearly discussed to avoid later misunderstandings about job duties. The salary range should be stated and the applicant given the opportunity to express what rate of pay is expected or desired. The hours and days of work should be discussed along with any benefits provided to employees and what the conditions are for receiving benefits. You should explain the history of your company and the future visions of your company that might directly involve the candidate.
End of the Interview
It is important to allow the candidate to ask any questions of you. Ask if there are any questions about the job or the company. Inform the candidate when you will provide a decision and whether there will be any notification to the applicant about the decision. No one likes wondering whether they got the job or not. Be considerate and inform the candidate that if no contact is made by a given date, the job is no longer available. Consider walking the candidate to his or her car. How they maintain a car indicates a level of cleanliness and pride, especially in someone you may hire as a chauffeur. This is more than likely how the candidate will treat your vehicle.