For many small businesses, hiring is at the top of the to-do list for the foreseeable future.
A report from the National Federation of Independent Business (NFIB) in September 2021 found that almost half of small business owners said they had job openings they couldn’t fill. The U. S. The Chamber of Commerce also said that 2049 small businesses were having trouble finding workers with the right skills.
Small business owners may need to look further than specific job titles or qualifications on a resume to find the right employees. There may be a way out of the “not enough workers” problem by hiring for attitude and soft skills and training for specific hard skills.
As recruiting solutions platform Recruiter. com says that the best interview questions show how someone works, what they can do for you, and who they are as a person. Since an in-person interview only typically lasts between 45 and 90 minutes, according to Indeed. com, it is essential to make the most of the time you have with each applicant.
Start by asking questions that will help you get to know the candidate, judge their skills, and figure out how they’ll work with the rest of the team.
It’s important to remember that every interview serves two purposes: to help your company hire the right person, and to help candidates decide if they want to work for your company. You can tell the candidate how valuable they are, and they can tell you how important the job is, how much their contributions will matter, and what it will be like to work for your company.
While some interview questions may depend on the type of role, others apply to any situation. These questions can help you figure out things about someone’s personality, drive, morals, way of thinking, and communication that aren’t always clear from cover letters, resumes, or applications.
These six questions will help your small business thrive and find the best person for the job.
Landing an Account Manager role at a leading industrial supply company like Grainger is a highly coveted opportunity With over 17 million products and operations across multiple countries, Grainger needs smart professionals who can build strong client relationships and drive sales growth.
If you have an upcoming Grainger Account Manager interview, proper preparation will be key to making
Tell me about a time you’ve delivered bad news. How did you prepare, and what was the result?
The response to this question isn’t so much about the bad news or what caused it. Instead, you’re looking for someone who is proactive and takes the initiative in tough situations.
When they told someone bad news, did they do it in person or via email? Did they show empathy and listen to their reactions and concerns? Did they follow up with a plan to make things better or steps that could be taken to fix a problem? Did they make sure those steps were taken?
Tell me about a time you failed to reach a goal or complete a project. What happened, and why were you unsuccessful?
Everyone experiences professional failure; perfection should never be the expectation. What’s important is whether the person involved is willing to learn from and talk about it. Asking this question helps discover how a candidate recovers from mistakes and evaluates their humility and self-awareness.
Do they blame others or own up to what happened when they talk about it? Did the applicant learn something useful that they used at work later on?
ACCOUNT MANAGER INTERVIEW QUESTIONS & ANSWERS (How to PASS a Key Account Manager Interview)
FAQ
How to prep for an account manager interview?
How to answer why do you want to be an account manager?
Why should we hire you as a key account manager?
