You need to dedicate some serious time to this issue – both planning and the interview process. The first few hires in your business are crucial and therefore you want to take it very seriously.
You can split the recruitment process into two parts – before the interview and during the interview.
Define your requirements
After you have a clear understanding of your expectations, give out vacancy notices in different online and offline classifieds. Request interested candidates to send in their CVs. Set a deadline for application.
Define your culture
Extract maximum information from CVs
Use Social Media
Put in extensive time and effort into the groundwork
Make a list of questions that you can ask. Include some trick questions that give you insights into the character of the candidate. For example, “if you had to choose between your personal growth and company’s growth, what would you choose?” Nine out of ten candidates will choose the company’s growth. However, their choice does not matter here. What matters is the reason they give for the choice. Analyse this reason to get an insight about the candidate.
Groundwork also involves finding ways to check backgrounds of candidates. Use social media to check activity of applicants. You can learn invaluable things about applicants through their social media activity.
Before the interview
During the interview
Analyse and find patterns
Don’t interview alone
Test critical thinking, troubleshooting and change management skills
Remember, the interview process begins before the candidate enters the interview room. Have one of your employees observe the demeanour and body language of candidates as they wait for their interview turn. These observations should be an important factor when you make the final decision.
If space and resources are a problem, hold the interview over the phone or Skype. These are also very effective these days. But remember, there is no substitute for meeting people. Always make sure you see the candidate in person.