Looking to grow your team? Hiring the right people isn’t just about their skills—it’s also about making sure they’re the right fit for your business. Here are 3 often-overlooked things to discuss with potential hires during interviews:
1️⃣ Set clear expectations from the start. It might seem obvious, but a LOT of people skip this during the hiring process and then experience headaches down the road. So often I see business owners focus heavily on discussing the role’s tasks and responsibilities but forget to clarify essential logistics, like hours of availability, turnaround times, etc. Be clear about these expectations upfront so you can discuss any limitations or potential challenges.
For example, do they have specific hours they keep? Are there times or days they’re unavailable? How quickly can you expect a response from them if you send a message? If you’re in different time zones, how will that impact workflow?
These things may not necessarily be a deal breaker—what’s important is to have everything laid out on the table so you both know what to expect and what you’re agreeing to when working together.
2️⃣ Go beyond business. I always encourage business owners to ask questions about the PERSON and get to know them as an individual rather than only talking about the role and responsibilities.
Strong teams are built on relationships. You’ll (hopefully) be working closely with this person for a long time, so you want to make sure you vibe well and share similar values. You’re not just hiring to fill a position in your business —you’re investing in a relationship which will hopefully continue to grow with you long-term. Having that personal connection not only helps build trust but also improves job satisfaction and retention.
3️⃣ Discuss their goals. You don’t always need to know exactly how you see the position expanding over time, and your potential hire might not know their 5-year plan. But it is important to at least get a feel for why they’re interested in the position and if they’re looking for a short- or long-term commitment.
Again, this doesn’t necessarily mean that it’s a deal breaker if they’re looking for something temporary (I’ve had several temporary/short-term hires that have been amazing!)—it’s about understanding their vision for their career and how that fits with your needs.
If you struggle with finding the right team members and want access to my full five-step hiring process, make sure to check out my training on How to Hire with Ease. You’ll learn exactly how I’ve built my team, plus get access to resources + templates that make it easy to create a simple, repeatable hiring process.
