No matter how much time and effort business leaders put into strategizing and setting specific goals, the chances they’ll accomplish those objectives are incredibly slim if they don’t have the right team to execute it all.

Therein lies one of the biggest obstacles today’s business leaders must learn to master: recruiting and hiring the right individuals to fill each position within the organization. Because of this, business leaders are always looking for a new way to improve their hiring process. One of those ways is a new approach of outsourcing interview questions to the experts -- like you!

If you’re an expert software engineer, designer, or marketer, there are business leaders out there who could use your expertise in crafting the perfect interview questions. Rather than struggling to screen candidates themselves, experts can become interview script authors and share their expertise.

But how do you turn your personal knowledge into an interview script that helps business leaders hire the right team? Here is how you can put together a strong script that will actually help others hire.

A Detailed Approach

Whether or not you have an effective interview script in your hands often lies in the details, namely the structure you implement to cover all the necessary topics. Start off by thinking about the questions you would ask to ascertain whether or not someone could do your own job well. The more technical questions are especially valuable to someone who may not fully understand the details of your role. Then, take those questions and try to make them a bit open ended, so as to allow for interviewees to really show off their knowledge and expertise.

Be sure to fully develop the questions you want to ask, broken down into phases that run the gamut from a casual introduction to behavioral questions. For positions that involve more complex tasks, you can also include a skills test in the interview script as well, which may prove to be the biggest deciding factor in separating the most capable applicants from their less qualified counterparts. In addition, always include an informal wrap-up in every interview script so the candidate has the opportunity to request additional information about the position or your company. It sounds simple enough, but you’d be shocked to find out how many interviewers fail to give even this much thought to the design of their job interviews.

Personally Speaking

Especially during the introductory and wrap-up portions of your interview, it’s essential to keep the vibe of the interview dialed into a more personal tone. Though you obviously want to assess the ability of each applicant to complete the most integral tasks required of the position, don’t neglect the fact that your interview should equally focus on understanding the candidate’s character, their work ethic, and how well he or she would fit in with the culture of your company. Unfortunately, this is easier said than done, and many interviewers don’t manage to fully capture an understanding of the applicants they interview.

One way to do just that is to ask each candidate to describe themselves and their experiences beyond what they’ve accomplished in the workplace. Ultimately, you want to determine what he or she values and how they view the world around them. You might ask for their personal opinion on a particular topic or have them describe a key piece of advice that has always stuck with them. The bottom line is to get a feel for who they are beyond the office and to identify the effect their personality would have on the team and the company at large.

Specificity Is Key

When it comes to the real-world application of a candidate’s skill set, be sure to perform the necessary research beforehand to ensure that your questions delve deep enough into the realities of the position. In many of these cases, business leaders are interviewing candidates for a role that they aren’t intimately knowledgeable. So don’t be afraid to get really specific with your questions in order to provide an accurate portrayal of the applicant’s expertise.

One effective tactic is to simulate the role through detailed scenarios and to ask each candidate to explain how he or she would handle a given situation or to complete a focused task. Oftentimes, this might involve only a few questions, but it’s not about quantity. With some strategic thinking and careful planning, you will be able to keep your interview script relatively brief without sacrificing the degree to which you can gain a definitive portrait of each candidate. After all, there’s no better way to see if they can handle the role than giving them the chance to clearly demonstrate their experience.

The Perfect Interview Script

By keeping all of these tactics in mind, you will be able to turn your personal expertise into an interview script that can actually help others. Many businesses -- even successful ones -- struggle to fill each role with just the right candidate. You can help by arming business leaders with a fine-tuned interview script written specifically to find the top candidates for a specific role. Your best interview questions will be reflected in the people you hire.

Hiring for startups and other small businesses is especially difficult, with small teams that sometimes lack experience in some areas. But with everything we now know about the recruitment process, your powerful interview script may only be a draft away and could be the lynchpin upon which a company is built.

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