Edmonton Business Consultant | Good Questions Can’t Makes a Bad Candidate Better

Edmonton Business Consultant | Interview Questions Don’t Make Bad Candidates Better

At Spurrell and Associates chartered Professional accountant our Edmonton business consultant would like to discuss why interview questions don’t make bad candidates good. A lot of businesses fail during the first five years in fact almost 50%. One of the problems is that business owners struggle to find the right team. This problem is as much as 23%. Employers often overthink interview questions but they fail to realize that good questions can’t magically transform bad candidates and here’s why.

One great question our Edmonton business consultant can answer is can a well written job ad eliminates a lot of questions that you need to ask? The short answer is yes. Business owners can start listing where you’re going to work, what are the hours, if there is any overtime expected or after hours appointment. Employers can also list the rate of pay and benefits or if employees are required work on evenings and weekends. This will save significant time during the interview process and weed out candidates who are not fit for the job. Showing these information can deter some candidates from applying if they prioritize certain things over the company vision.

We at Spurrell and Associates CPA also believe that it’s not the question you ask but the quantity of applicants will help you to find the right employee. Having high quality questions won’t change the fact if a candidate is a bad fit for your company. However if you have a lot of candidates to interview, you are bound to find someone who is right for the job. Business owners often waste a lot of time with these questions instead of accepting that some people are not right for their business.

Our Edmonton business consultant believe that you need to interview at least 100 applicants to find the right person for the job. Small business owners will struggle to find a time to interview this many applicants which is not a problem for big companies. Bigger corporations have dedicated HR team to handle these kinds of work. One of the ways you can solve this problem is to have group interviews. A small business owner can see much more talent this way. Employers should avoid asking generic interview questions in a group interview. They should put it in an email instead and send it to the candidates then have them bring written answers once the group interview comes.
The main thing to ask in a group interview is “why do you want to work here?” You want to avoid candidates with generic answers such as “I want to work as an accountant” or “I just finished school”. Employers should look for candidates with the same interest as the company. Even when a better paying job comes around they are more likely to stick to your company. The business owner would want the read the resume for those who passed after the group interview. This saves time and you are more likely to find the right candidate for the job.

Edmonton Business Consultant | Good questions can’t makes a bad candidate better

Our Edmonton business consultant at Spurrell and Associates chartered Professional accountant we would like to talk about why good questions can’t makes a bad candidate better. Statistics show that 50% of small businesses fail during the first five years. 23% of business owners blame the lack of a good team. Employers often overthink interview questions but they fail to realize that good questions can’t magically transform bad candidates and here’s why.

A well-written job ad can eliminate a lot of the questions needed to ask in the interview. Our Edmonton business consultant believes that not enough employers practice this. It’s an efficient away to go about the interview process. Employers should start listing location, number of hours, or if employees are required to work on evenings and weekends. They should also list the pay or rate and the benefits packages. This not only saves time during the interview process it also deters people with different values from applying. Showing this information can help you find candidates for the right mindset for your company.

Our Edmonton business consultant suggests having more applicants instead of trying to create high quality questions. This method will help you find the right employee. There are people who will always be in bad fit for your company and having good questions won’t change that. However having a lot of candidates to interview; one of them is bound to be the right person for the job. Yet employers need to accept that some people are not the right fit for business instead of refining interview questions.

We at Spurrell and Associates CPA believe that interviewing at least 100 candidates helps to find the right person for the job. Bigger companies have dedicated HR team to handle this kind of workload. However smaller business often struggle to find time to interview this much candidates. One trick is using group interviews to meet a lot of potential candidates at the same time. This way employers can see much more talent at once. They should avoid asking generic group interview questions. Instead they should send an email containing these questions and have the candidates bring written answers into the group interview. One of the main things employers want to ask in a group interview is “why do you want to work here?” You generally want to avoid candidates who come up with generic answers such as “I want to work as an accountant” or “I just finished school and I want to work here”. Business owners should look for candidates with the same values and interest as the company. Employees like this will stick with the company even if they were offered a higher paying job. After the group interview should be the only time to read resumes. You have confirmed the values of the potential candidate. This saves time and are more likely to find the right candidate for the job.