Thank you for signing up for my email updates! There are 7 steps to an effective interview process to truly discover your next great employee. At A-list Interviews, this is the overall process that we use to help you navigate and learn from each interview. 
Step1: Create an Ideal Candidate Description – You cannot find who you are looking for if you have not stopped to really define the ideal candidate. This exercise is more than just listing job responsibilities. Dare to dream about personality styles, work habits, hobbies, interests and more. Be sure to consider the company culture you have created as you dream of your next person.
Step 2: Develop Job Description – This portion of the 7 step process is about identifying specific tasks that will be accomplished by your new employee. Be thorough and this same document can be used to map out your training program. If you are not sure of all of the responsibilities and duties your new employee will be handling, ask team members, supervisors and even exiting employees about the duties associated with the position you are filling.
Step 3: Write Your Job Ad – Many people often post a list of technical requirements and a description of the duties of the position. Use your ideal candidate exercise to create an exciting job ad that will peak interest with the workforce you desire to attract.
Step 4: Receive and Review Resumes – Obviously post the job ad and receive resumes to consider for your interview slots. Give very specific instructions to weed out candidates that may not be focused on detail and always respond to every submission, even if the response is no thank you.
Step 5: First Interview: Can I work with this person? – The first interview is really just a gauge of personality and cultural fit. This session can be short and concise, with specific questions designed to show you how the candidate may respond to stress, management style, adversity and conflict. Be careful to just ask your question, then actively listen to responses. If you find that you are doing all of the talking, active listening is not at play.
Step 6: Second Interview: Can they do the job? – Now is your chance to ask some questions regarding the technical aspects of the job. At A-list Interviews, we ask a specifically designed group of questions to gauge learning style and technical aptitude. Each client also assists with creating questions specific to their industry as well.
Step 7: Third Interview: Are they passionate? – The last interview in the series uses tailored questions to determine if your potential new employee will be around for the long haul by testing their passion for the position. If passion is missing, they are not the A-list candidate you are looking for and may turn over quickly within your business.
Remember, the act of hiring is just a yes or no decision. The true art of finding the person who is a perfect fit is in the interview. Ready to see the process in action? Contact A-list Interviews to schedule a complimentary demonstration.
Download the pdf: A-list Interviews: 7 Steps To Finding Great Employees