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Essential Steps for a More Efficient Hiring Process: Interviews, References and Orientation
Posted 7/31/2017
 
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After properly selecting several promising applicants, you are probably ready to hold in-person interviews. You have come a long way in your path to hiring a new member of your self storage team, but there is plenty of work still to come.

The interview serves not only as a tool for choosing the right candidate but also to provide more context and understanding for both parties. Once you finalize your choice, the next few steps are essential for ensuring the on-boarding process is smooth and successful.

The following will outline what a better hiring process looks like and how to achieve the best results:

Take the time to develop thoughtful interview questions

The quality of the questions asked during an in-person interview is linked to how much you can learn from an applicant. If you use a pre-written, outdated set of questions or do not have interview experience, you lose an opportunity to properly gauge a candidate's potential. Craft questions that are not just specific to the job in question, but that are also open-ended.

The ultimate goal of the interviewing process is to differentiate between potential new employees. By developing questions that support real dialogue and nuance, you better the odds of a single individual standing out.

Let the applicant do the talking

Ask detailed questions related to achieving certain goals or overcoming obstacles. This helps you learn about the applicant's professional experience as well as their problem-solving abilities. By limiting how much time you or your team members spend talking, you can instead focus on listening to the candidate and taking notes.

Additionally, try to refrain from speaking too much about the business and instead use the initial meeting to learn about the candidate. Monster.com stated that second or third interviews are a time for you to share more about your business and mission.

Follow up with references

One thing to keep in mind is that the best applicants will usually do their homework and thoroughly prepare answers for an upcoming interview. Even detailed, specific responses may have been partially composed ahead of the meeting.

A professional reference will give you an honest assessment of an applicant, even if the person in question listed a favorite mentor or employer. Be sure to utilize thoughtful, targeted questions during this step to yield the best results. Inquire about the candidate's past responsibilities and strengths.

Have paperwork ready to go

As Nolo pointed out, there's a long list of paperwork that goes into on-boarding a new employee. You want to make sure that everything is prepared and organized. If you wait to officially hire a candidate for administrative reasons, he or she could lose interest or even accept another position in that time. Being proactive about this step also minimizes disruptions in productivity, mainly because fewer people are pulled away from their duties to facilitate this process.

Set your new employee up for success

Rushing or omitting an orientation process is a big mistake. Without being given the correct information and tools to be successful, a new employee can begin to feel alienated and unsure of how to proceed. Even if this individual was an absolute superstar in the interview process, he or she will invariably need support when beginning a new role.

Spend a few extra hours to fully prepare a new hire so that they can hit the ground running after the orientation period is over. Likewise, you may find that this reduces errors or issues further down the line.

Through a partnership with AlphaStaff, you can gain further assistance with the hiring and onboarding processes, along with other HR related tasks you may face within your self storage business. To learn more, contact Vice President of Strategic Business Development, Jeniece Carter-Henson, at JHenson@AlphaStaff.com or at 727.365.6722.

NOTE: The information contained in this article is not legal advice or a substitute for legal counsel.

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