Tips for Creating Great Interview Questions

So much is written about "how to interview" from the prospective employee or job hunter's perspective but it can be a bit more difficult to find good information on how to interview when you are the one on the question-asking side of the desk. In my work as a nonprofit manager working with and for small, dynamic organizations, I have found myself wearing the "Human Resources" hat often enough to have developed some strategy for making the most of the interview using tailor-made questions.

Human Resources professionals may take classes or attend workshops to learn how to craft useful interview questions but for many small businesses, it is up to the owner or manager to sift through applications or résumés and make the most of interview time to choose the best possible candidate. For someone who ordinarily does so many other things in the course of the day, it can seem daunting to know what to ask and what to look for.

I have found that interview questions can be created to address two main topics. First, is the applicant qualified and capable of meeting and completing the work tasks? These questions may have to do with job particulars, software, tools, communication skills, etc. Create questions that ask specifically what sort of training and/or experience the applicant has had with the elements of the job you need covered.

Second, it is important to determine whether or not the potential employee is a good cultural fit for the organization or business. This is particularly important when you are a small office or where individuals will work closely in a tight environment or department. This is not an excuse for avoiding diversity, of course, since diversity and seeking out employees from various backgrounds and perspectives can enrich your work environment. What it does do is it helps to find people who are on board with the mission, work style, expectations and other details of the work environment. It creates problems when you hire employees who subvert the mission of the business or who, for example, can only work in a quiet, orderly environment and yours is chaotic. Create questions that ask prospective employees about how they like to work, whether they understand the way the business operates and other "cultural" questions that can help determine whether or not an applicant is a good fit for the company.

Interview questions can be a combination of "get to know you" and specifics about the job. Choose questions because they are pertinent to you and the hiring process, NOT because you think you "should."

Also from this contributor:
Keeping a Small Business Calm in a Culture of Chaos

The Dangers of Working More Hours than You're Paid For

Planning for Replacing Key Staff