Running a business requires you to stay on top of employees, ensuring your current ones are working hard and any new ones brought aboard are ready to take on the required workload. As the employees are the backbone of your operation, you should be monitoring their work, offering encouragement, and rewarding good behavior. As you foster your employees and show them appreciation, their performance will improve, and you will notice productivity begins to increase.
If you need another employee to fill an open position or expand your team, you will be heading into the recruitment process. Sifting through the many applications bound to come pouring in is going to be a challenge. Picking potential candidates for interviewing can take time, which you may not have. The best way to cut down on the workload is by hiring an outside agency to assist with recruitment. They can also place immigration ads.
For the interviews, you will have to develop a series of questions. While the recruitment agency can assist with some of this, you may want to include some of your own that pertain to your company and its values. Check out these three potential questions outlined below that are sure to give you insight into the candidate’s character.
1. When did you last seek out constructive criticism, and how did you respond?
How a person handles constructive criticism can tell you a lot about their character. It gives you insight into their own ego and personal perception of the world and others around them. If they are actively seeking out constructive criticism for personal work, it shows that they want to improve and strive to be better. People who can not take criticism tend to underperform when someone speaks to them. If you have tips for improving, they may not be receptive to what you have to say.
As this is a part of any job, you will need to ensure that candidates can understand the criticism and alter their work to suit your needs. If the candidate tells you that they have received criticism recently and they were able to discover or complete something as a result of the criticism, you can tell they have potential to excel. They will work with criticism and utilize it as a tool to expand their knowledge and learn something new. Employees that are always striving to do more and learn more at any company are ones that should be cherished. If you spot someone who demonstrates an understanding and appreciation of criticism during the interview process, you will be dealing with someone who will excel at your business.
2. What qualities do you have that make you a good fit for this company?
Letting the potential employee answer this will help you determine if they have done some research into your business. If they seem to know a lot about your business, you can probably tell that the candidate is eager and willing to do the work to be a part of the team. Someone who does not show enough effort by not researching your business or even a bit about your company is not someone you want working with you, as they most likely have a busy personal and social life and will not have time to dedicate it to the company.
Another thing to keep in mind is, if the interview were important enough to them, they would have spent some time preparing. As most of this information is easily accessible on virtually any company website, they should have no excuse for not finding it. As your business’s future relies on your workers, and you may need to support these people in the future, you want to make sure that they are willing to make a substantial commitment now and later down the line.
If you are having trouble placing permanent labor certification ads, you should hire a recruitment agency for assistance. They can streamline the process and get you the best candidates for interviewing. These candidates are not only eager to get to work, but they are eager to find a company that cares for them as much as they care about working for you. Keep in mind that during the hiring process, your passion for your own company should encourage candidates to feel the same way about potentially working with you.
3. When was the last time you were in an emergency, and what did you do?
Understanding how someone behaves in high-pressure scenarios can give you insight into many aspects of their psyche. By asking someone about their behavior in an emergency, you can start to understand how they might behave in a stressful situation or if an emergency arises at your office. You can also figure out their stress tolerance or what they classify as an emergency. If someone tells you about how they wore the wrong shirt to a party or spilled something, you can know that they may not fare well in a position that requires them to deal with more intense situations.
Suppose someone tells you about an extreme situation from their past, in which case they were able to navigate an emergency expertly, eventually dissipating the situation. In that case, you probably will want them on your team. Someone who can keep their cool when the environment around them is getting intense is someone who will last a long time at your company.
Picking a Candidate
Hiring is not an easy process, and interviewing can sometimes be the most challenging part. If you ask the three questions outlined above, you will gain some valuable insight into potential candidates’ character. If you need assistance with PERM advertising, make sure to hire a recruitment agency to take care of all the logistics. This is the perfect way to find valuable employees that will not only thrive in your workplace, but increase your company’s value.
