Avoid these 3 common mistakes and substantially improve the outcome of your interviewing results
# 1 – Inefficient / Poorly Defined Interview Process
You are a technical VAR or MSP firm, right? Logical, well thought out approaches to solving a customer’s problem is a hallmark of success, and breeds customer satisfaction and loyalty. So why do so many smaller technology firms have difficulty embracing the same approach when it comes to interviewing staff? One answer is that it is not an event small firms perform with great regularity. Hiring is an irregular effort, and with important challenges many companies may not always embrace. Establish the most important goals and desired results from an interview, before conducting the interview. Don’t just wing it based primarily on reviewing the content of a resume during the interview.
# 2 – The “Testosterone Interview” – Grilling vs. Interviewing.
Anyone can come up with a question (or two, or three) that no candidate can answer during an interview, despite how good they may be. If the goal of tough questions is to see how someone approaches problem solving or critical thinking skills, then let the candidate know you are as interested in their critical thinking / problem solving skills, as you are hopeful they may have the immediate correct answer. If the candidate does poorly on basic or fundamental questions, then no need to drill deeper to show technical superiority.
# 3 – Not Selling the Career / Growth Path During the Interview.
Interviews are a two-way street. Candidates interviewing are also forming impressions / assessments of what their career could look like with a new employer. During the interview, don’t forget to offer strategic insights or concrete examples of a firm’s growth, and how that growth has been influenced by hiring the right staff. If possible, provide examples of career growth and training that other employees have benefited from.
Acquiring the right talent for the right job has consistently ranked in the top 3 strategic challenges business owners and CEOs face, year after year. In times when the demand for talent is high, and the technical talent pool is tight, well thought out interview processes take on even more importance. VAR Staffing recently published a short blog on 9 Top Tips for Interviewing and Hiring in 2016. Click here to review the short list of beneficial practices to help improve the outcome of your interviews.
VAR Staffing welcomes the opportunity to discuss our specialized talent acquisition and recruiting services exclusively for the VAR and MSP community. Call us at 972-996-0966.