The interview process is held as soon as the job descriptions have been written and a group of potential employees have been shortlisted.
The interviewer should be well prepared with a list of questions that will enable him or her to gather as much relevant information as is possible within a limited time period.
An interviewing process is best held in a relaxed environment where the interviewer can assess the applicant's individual qualities with regards to teamwork, reliability and a positive attitude. It is vital to assess these personal traits as they cannot be taught to a person unlike work skills. The interview process will obviously pick out a number of applicants whose qualities are sufficient to designate them as potential employees. The entrepreneur should take this opportunity to give such persons good reasons why they should consider employment with the business. Some of these are as follows:
Invite them to the exciting prospects of being involved with a small startup.Tell them how they will help take it from the start to the heights of success. Employees are well aware that their input can best be seen in a small business and coupled with their personal quests for self-actualization they may be encouraged to join the team regardless of whether the financial remunerations are not as high as they may be elsewhere.
Make a point to directly tell these potential employees how much the business needs them. In doing so, these persons will be able to visualize the roles they'll be expected to play and to take pride in the fact that their actions will be of direct consequence to business success.
The entrepreneur should share his/her values with the applicants. Chances are that both parties will have matching ambitions and expectations; the employee will want to be part of such an organization.
Make it clear to the employees that the work environment will be friendly, informal, flexible and caring. Management should show that optimal work productivity is achievable in such a work environment.
Highlight any bonus schemes that'll reward the employees for positive work performances. Employees will want to work for a business that rewards them financially when additional profits are achieved.
In the interview process it should be made clear that any appointments made are only for a probationary basis – this for a defined timeframe, say six weeks. It should be clear to the new employees that at the end of this period an assessment will be made. Those who don't make the cut will have their jobs terminated and reasons for the termination will be reviewed.