Hiring for small companies can be tricky. You’ll need to find candidates with the perfect balance of being a leader and a worker. These characteristics signify that they can do their job with ease, without having you micromanage. This way, you can focus instead on leading and growing the business. Below, we’ve compiled 5 Interview Questions to help you identify candidates who best match your job requirements. Read on below and be ready for your next interview!
Different Interview Experience
We’ve all had our fair share of interviews. I, for one, went through several stages of tests and activities for a company’s application process. It started with a rigorous online exam, aiming to gauge our mental and cognitive abilities. Once I passed, I was invited for a face-to-face interview in their office. There, the HR Specialist asked me about my relevant experience and how I could apply it to the position I wanted. Afterward came the group activities, where I had to join fellow candidates for a case presentation. The whole process took about 2-3 months with several back-and-forth communications.
This is not the case for Small-to-Medium Enterprises (SME). They don’t necessarily have the time nor the manpower to organize detailed application processes that take quite some time to finish. Instead, small companies rely on face-to-face interviews to filter through applicants. Below are the interview questions to ask.
5 Interview Questions You Should Ask
Before delving towards the questions to ask your candidates, first make sure that you are planning how to grow your employees. Check out these 3 Steps to Building an Effective Team for small businesses.
Prepare for meeting your next candidate with these 5 Interview Questions for SMEs:
1. Detail your experience in working similar jobs.
This first question lets the interview start as a story-telling session rather than an interrogation, to help the candidate be at ease. Obviously, it is important to know their experience in working similar jobs in the past. This question lets them talk about their strengths and weaknesses in performing the job, letting you see their fit towards your requirements.
If you require specific skills, this is the best part to dig deeper into it. For example, let’s say you’re hiring an HR Associate who will be processing payroll through an automated system. Make sure to ask if they have experience in using the system you use or a similar one.
2. Are you more of a team or a solo player?
Whether the candidate will be working with a team or solo, small businesses are compact and tight-knit. Working for one entails that you will be closely coordinating with other people for various tasks. This question gauges a candidate’s openness to collaboration. Follow up by asking for specific examples of how they exhibited teamwork in their previous work experience.
3. What are you looking for in a company?
While the first two questions focused on your candidate and their experience, the third one focuses on their ideal employer. Asking this question can help you determine if they are fit to work in your company. A candidate who prefers to have a routine, repetitive job might not work well in a dynamic, startup environment. Likewise, someone who craves collaboration and flexibility at work might not do well in a strict, corporate setting.
This part of the interview also lets you talk about your company’s culture. Explaining the dynamics of the business gives your candidate a better understanding of your values as a company.
4. What are your short, medium, and long-term career goals?
The fourth question shows you three things:
What your candidate values in his/her career
Some candidates want to retire early, while some want to climb the ladder or manage their own business. Whatever it is that your candidate values in their professional career will be shown through this question.
Their estimated length of stay in the company
Someone who wants to build their own business in the next 1-2 years might also stay in your company in the same amount of time. Hiring and training new staff is costly and time-consuming, so take the time to see if their personal timelines align with the company’s.
How your business can help them achieve their goals
This question lets you see how your company can help your candidate make a path towards achieving their career goals. All of us strive for constant growth and development, and our professions are part of that.
5. Do you have any questions for me?
The last question shifts the interview to the other side of the table. Candidates who ask questions are usually more engaged and interested in the job and the company. This question then lets them express their mind to find out more about their potential employer.
That’s it! These are the 5 Interview Questions to help you get to know your candidates better. Make sure to save this list and apply it to your next interview for your SME.
Now that you’re expanding your manpower, make sure that you’re fully compliant with the country’s labor laws. Check out this Infographic Series on the Labor Code of the Philippines to get started.
