SMEs should heed their gut feeling when making hiring decisions. Our instincts are generally a really good indicator. However, structured job interviews should never be discarded in any hiring decision, even if you feel the desire to offer somebody the job on the spot as soon as you meet them. A structured procedure is vital to ensure that candidates are assessed according to the same criteria and can also be compared directly. Obtain references whenever possible as they are also helpful in making the right appointment.
The professional and personal abilities have to be taken into account as does the cultural fit, where the applicant’s compatibility with the corporate culture is assessed. The following list explains what these three criteria mean and which questions to ask to find out what you need to know. The skills to be assessed during the job interview and how rigorously the questioning should be always depends on the job advertised and the requirements profile. Some of the following evaluation criteria are suitable for almost all job profiles at employee level, while others are more suitable for middle and senior management.