Why small businesses require maintenance training

Interviews are difficult, especially in small businesses, where almost all current employees or at least a significant percentage interview potential employees to build a coherent team. And each investigator must be able to ask the right questions, deepen the answers and finally find all he needs to know to formulate an opinion on the suitability of the candidate for the position.

As the business grows, fewer people are invited to attend interviews. But one thing remains the same: renting is a team sport. Many interviewers play different roles. To achieve the goal of finding the best candidate for the job, everyone must play their role properly. And asking erroneous questions or looking for information that might be considered discriminatory could put an interview and society in trouble.

In addition, in a small business, at least one or more company executives and hiring managers are invited to interview the candidate. And the talks should never be one way. They must provide candidates with the information they need to make an informed decision about the work of the company, and the brand notification must be included in each interview in a consistent language that reflects the culture and general expectations.

For all these reasons, small businesses should require that every manager and anyone who may be able to conduct interviews be able to participate in maintenance training.

What should maintenance training cover?

Training gives leaders and anyone doing the interview the tools they need to make the best recruitment decisions every time. This training should cover several different things.

1. Legal aspect

Even if the investigators are convinced of what they should not ask, recycling is always a good idea. New laws and categories of discrimination are constantly being added, and it is important to know exactly what should never be dealt with in an interview, even if a candidate moves it forward.

2. technical adjustment

Effective interview training includes ways for companies to assess technical skills in roles. What questions should be asked to understand if the person’s experience and achievements have prepared them for the current role?

3. Cultural adjustment

Although a bit more difficult to do, interview training should show participants how to assess cultural ability and explore in more depth how a candidate’s personality fits into the structure of the interview. organization. Having a tech-savvy employee is one thing, but if they do not have the qualities that help the team prosper, that’s not the best solution.

4. Brand information

The interview training should allow investigators to receive a consistent brand notification allowing them to make the sale to the candidate. This information would contain information about what it is to work for the company and what the candidate can expect for the future.

5. evaluation

Finally, effective interview training will allow executives to judge an applicant appropriately, fairly and consistently after completing the interview.

Maintenance training must often be repeated and necessary for each new member or leader. The interview team makes crucial decisions about who will work with them to achieve business objectives. These decisions should not be taken lightly. Training is the best way to ensure that the team knows what needs to be assessed and how to do it properly.

After spending 11 years in progressive management positions, Sabrina was released in 2010. She decided to focus on small businesses and soon founded Acacia HR Solutions. Through her business, she helps small businesses develop strategic initiatives that help them think and act like big business. Sabrina was named one of the Top 100 Human Resources Influencers in 2013, after Twitter on the Huffington Post. In 2014, she became one of the personalities of marketing and staffing at HR Marketer.

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