Before you start interviewing someone to work at your small business, it can help to have a list of questions ready. It’s possible to find the right employees and get the skills your business needs if you ask the right questions.
And it’s important to know what questions to ask when interviewing someone so you can hire the right person and avoid having to fire them later, which could be a mess. Because a small business has fewer workers, each person who works for you may get to know other people you hire. If you have to terminate someone, it can cause dissatisfaction with the rest of your crew. Read on to learn more about how to do an interview, as well as some questions you can ask and what to look for in an answer.
A small business may begin with just one or two workers, but it can grow to have up to 500 employees. This means that, as a small business owner, you may not have much experience conducting an interview. So, lets go over how to conduct an interview before discussing the questions you might ask job candidates:
Go over the resumes you received in response to your job posting. Scan them to see if they contain the elements youre looking for in an employee. Ask yourself which candidates are most likely to fit the role and culture of your business. You also want to note whether theyve included the skills theyll need to perform their tasks. You should only interview about five people at a time. If you interview more than that, it might be hard to choose the best one.
Once youve selected the candidates you want to interview, its time to schedule the appointments. If the people you want to interview have other jobs, you might want to work around their schedules to be fair to other business owners. You can either email or call job candidates to ask for an interview, depending on your preference and the information you have on hand.
Before the interview begins, youll want to formulate the questions you need to ask. Making a list of questions ahead of time will help you get the information you need to hire the right person for the job. For the interview to go well, you won’t have to stop and think of questions on the spot anyway.
After asking a potential employee your interview questions, its time to provide them with information about the position. It can be hard to work for a small business, so it’s important to be clear about what you expect from them if they get the job. Tell them when they’ll be working and how many hours they’ll be working. Also, talk about what makes working for your company different. It can also be helpful to let them know who will cover their shift if they get sick or go on vacation.
Start the interview with easy questions that put the candidate at ease. This makes things more casual and makes it easier for the potential employee to give you honest answers to your questions. Follow with questions about their experience, education, and background to help you learn more about them. Lastly, you can ask them specific questions about their personality and skills to help you figure out how well they can do the job and fit in with your company’s mission and values.
During the interview, remember to take notes. Write down their answers or how you felt about their answers in general to help you remember them when you’re trying to decide who to hire. If one candidate stands out from the others, you can either offer them the job right away or make a note to make sure you remember which interviewee you liked best.
At the end of the interview, thank each candidate for their time. Let them know that youll contact them once youve made a decision. It’s polite to let the people you interviewed know when the job is filled, even if you don’t hire them. The person you want to hire should also be told as soon as possible that they got the job so they don’t take another one.
No matter who you’re interviewing, having questions ready ahead of time can help the process go smoothly and make sure you get all the information you need. As a small business owner, the questions you ask will likely relate to your specific business. But here are some general questions that most small business owners will want to ask job applicants in order to find good ones in today’s job market:
With this question, you can start the interview off on the right foot. The person being interviewed should find it easy to answer. It doesn’t matter where the candidate heard about the job, so this question can help them feel at ease. It also starts a conversation. In the answer, you can look for how they conduct themselves, such as:
Can you tell me about your experience and how it can help you in this position?
Asking a candidate about their experience gives you insight into their skills and abilities. It shows that they understand the role and what they need to do if they can clearly explain how their experience will help them do the job you’re hiring for. Entry-level candidates may not have a lot of work experience, but they should be able to talk about how their education, volunteer work, or extracurricular activities might be related to the job.
When you ask this question, you give the candidate a chance to show how well they can communicate and deal with conflicts. This question shows how honest a job candidate is and how well they can work with others. Most people have had a disagreement with a coworker at some point. A good answer will explain:
Get some questions ready about the person you want to hire for your small business before you meet with them. This will help you make sure that the interview gives you all the information you need to hire the right person. Use these examples as a guide to come up with your own questions.
After disappointing job growth in May, the U.S. economy got a much-needed boost in June, adding 287,000 job…
If you feel like you’re not getting as many resumes as you used to, it might not be you.
Hiring a small business specialist can be a game-changer for your company. Their expertise in areas like operations, finance, marketing, and growth strategy can take your business to the next level However, finding the right specialist means asking the right interview questions to assess their skills and fit In this comprehensive guide, we will explore the top 10 small business specialist interview questions to identify top talent.
Why Asking the Right Interview Questions Matters
Interview questions serve several important purposes during the hiring process:
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They reveal the candidate’s technical abilities, soft skills, experience, and aptitude for the role.
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They give insight into how a candidate thinks solves problems communicates and works with others.
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They help assess culture fit – whether the candidate’s work style and values align with your company.
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They allow you to evaluate responses and body language, gauging the candidate’s authenticity
Asking insightful, thoughtful questions is key to making a well-informed hiring decision. With a small business, every hire impacts the whole team, so choosing the right specialist is crucial. Keep reading for examples of questions that get to the heart of what makes a great small business specialist.
1. Why Are You Interested in Becoming a Small Business Specialist?
This open-ended question reveals motivations and fit. Listen for:
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Passion for small business success
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Interest in variety of work and problem-solving
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Alignment with company values like creativity, relationships, and growth
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Desire to have a wide-ranging impact on a business
The answer will highlight whether the candidate is mission-driven and energized by the prospect of supporting a small business.
2. What Are the Biggest Challenges Facing Small Businesses Today?
This tests the candidate’s understanding of the small business landscape. A strong response will demonstrate:
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Knowledge of pain points like limited resources, cash flow issues, competition
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Awareness of external factors – economy, regulations, technology disruption
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Insight into hiring, retaining and managing talent
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Recognition of pressure to keep pace with growth
Look for up-to-date, nuanced knowledge of real small business challenges. The specialist should show deep understanding of this unique environment.
3. How Would You Help a Small Business Improve Their Customer Retention?
Retaining customers is crucial for small business success. This reveals if the candidate can provide strategic expertise on:
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Optimizing customer service and support
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Building loyalty programs and promotions
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Leveraging CRM and analytics to understand customers
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Creating smooth sales and onboarding processes
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Monitoring reviews and feedback channels
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Adapting offerings based on trends and demand
Ideally, you want customized strategies tailored to the client’s specific customer base and industry.
4. Tell Us About a Time You Helped a Small Business Increase Revenue. What Were the Tactics and Results?
Past examples shed light on the specialist’s approach to driving revenue. Listen for:
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Novel, creative tactics beyond obvious methods
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Leveraging untapped opportunities and partnerships
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Adapting ideas to match client strengths and constraints
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Achieving tangible return on investment and growth
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Takeaways that refine the specialist’s future recommendations
Top candidates will demonstrate analytical skills, strategic vision and adaptable implementation that drives real results.
5. How Would You Go About Improving Operations for a Small Retail Business?
This tests their ability to drill down into specifics for different industries. Answers should address:
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Efficiency tactics like inventory management, supplier relations, staff scheduling
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Customer experience enhancements like checkout, loyalty programs, personalized promotions
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Omnichannel integration connecting brick-and-mortar and digital
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Leveraging data and analytics to optimize business performance
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Adapting layout, displays and store environment
Look for precise, tailored suggestions aligned to the retail environment rather than generic solutions.
6. What Key Performance Indicators (KPIs) Matter Most for a Small Business?
KPIs allow specialists to track progress and optimize tactics. The right response will include:
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Financial KPIs like revenue growth, profit margins, return on investment
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Customer KPIs like retention rate, lifetime value, acquisition cost
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Marketing KPIs like lead conversion rate, cost per click, sales pipeline
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Operational KPIs like inventory turns, cycle times, queue length
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HR KPIs like turnover, recruitment costs, employee satisfaction
Top specialists understand how to set meaningful KPIs and use them to guide data-driven business decisions.
7. How Do You Prioritize Your Recommendations When Resources Are Limited?
Small businesses often face resource constraints, so this demonstrates how the specialist focuses on the highest impact areas when advising clients. Look for:
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Asking insightful questions to understand limitations
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Focusing funds and efforts based on ROI potential
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Phasing approaches starting with most critical needs
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Balancing short-term priorities and long-term strategy
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Adjusting tactics based on evolving constraints
Specialists with strong prioritization skills can optimize their recommendations for maximum effect given real-world limitations.
8. What is Your Preferred Communication Style When Partnering with Small Business Owners?
Communication and relationships are essential. Ideal answers will show:
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Clear, simple, accessible communication of concepts
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Active listening and collaboration
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Patience and commitment to the client’s needs
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Translating complex ideas into actionable next steps
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Fostering trust through transparency and accountability
Specialists should demonstrate a communicator mindset focused on forming connections and understanding.
9. How Do You Handle Unrealistic Expectations from a Small Business Owner?
Managing expectations is an art. Look for specialists who:
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Politely push back on unrealistic expectations
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Educate clients on best practices and benchmarks
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Establish processes for aligning on goals
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Focus on steady, sustainable growth over quick wins
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Maintain positive relationships even during disagreements
Specialists with emotional intelligence can tactfully guide clients towards realistic, achievable results.
10. Why Are You Uniquely Positioned to Succeed as a Small Business Specialist Here?
This closing question allows specialists to summarize their fit. Listen for:
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Examples of specific expertise they bring
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Alignment with company mission and values
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Genuine passion for helping small business clients
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Right mindset and temperament for the position
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Combination of hard and soft skills tailored to the role
The right specialist will showcase how their abilities and motivations make them uniquely suited to make an impact.
The Takeaway
Asking insightful interview questions allows you to identify specialists with the strategic vision, technical expertise, and collaborative spirit to drive small business success. Tailor questions to your specific needs – and pay close attention to both content and delivery. The right specialist will have the knowledge, skills and relationship-building ability to become a trusted advisor and guide on your clients’ growth journey. With careful evaluation during interviews, you can find and hire this invaluable resource for your small business.
Strategic best practices, industry insights & tactical tips for HR professionals.
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Before you start interviewing someone to work at your small business, it can help to have a list of questions ready. It’s possible to find the right employees and get the skills your business needs if you ask the right questions.
And it’s important to know what questions to ask when interviewing someone so you can hire the right person and avoid having to fire them later, which could be a mess. Because a small business has fewer workers, each person who works for you may get to know other people you hire. If you have to terminate someone, it can cause dissatisfaction with the rest of your crew. Read on to learn more about how to do an interview, as well as some questions you can ask and what to look for in an answer.
How to conduct an interview
Small businesses often start with only one or two employees but can grow into companies that employ up to 500 people. This means that, as a small business owner, you may not have much experience conducting an interview. So, lets go over how to conduct an interview before discussing the questions you might ask job candidates:
Select candidates
Go over the resumes you received in response to your job posting. Scan them to see if they contain the elements youre looking for in an employee. Ask yourself which candidates are most likely to fit the role and culture of your business. You also want to note whether theyve included the skills theyll need to perform their tasks. You should only interview about five people at a time. If you interview more than that, it might be hard to choose the best one.
Schedule interviews
Once youve selected the candidates you want to interview, its time to schedule the appointments. If the people you want to interview have other jobs, you might want to work around their schedules to be fair to other business owners. You can either email or call job candidates to ask for an interview, depending on your preference and the information you have on hand.
Formulate questions
Before the interview begins, youll want to formulate the questions you need to ask. Making a list of questions ahead of time will help you get the information you need to hire the right person for the job. For the interview to go well, you won’t have to stop and think of questions on the spot anyway.
Provide information
After asking a potential employee your interview questions, its time to provide them with information about the position. It can be hard to work for a small business, so it’s important to be clear about what you expect from them if they get the job. Tell them when they’ll be working and how many hours they’ll be working. Also, talk about what makes working for your company different. It can also be helpful to let them know who will cover their shift if they get sick or go on vacation.
Ask questions
Start the interview with easy questions that put the candidate at ease. This makes things more casual and makes it easier for the potential employee to give you honest answers to your questions. Follow with questions about their experience, education, and background to help you learn more about them. Lastly, you can ask them specific questions about their personality and skills to help you figure out how well they can do the job and fit in with your company’s mission and values.
Take notes
During the interview, remember to take notes. Write down their answers or how you felt about their answers in general to help you remember them when you’re trying to decide who to hire. If one candidate stands out from the others, you can either offer them the job right away or make a note to make sure you remember which interviewee you liked best.
Thank candidates
At the end of the interview, thank each candidate for their time. Let them know that youll contact them once youve made a decision. It’s polite to let the people you interviewed know when the job is filled, even if you don’t hire them. The person you want to hire should also be told as soon as possible that they got the job so they don’t take another one.
Interview questions for small business owners to ask job candidates
No matter who you’re interviewing, having questions ready ahead of time can help the process go smoothly and make sure you get all the information you need. As a small business owner, the questions you ask will likely relate to your specific business. But here are some general questions that most small business owners will want to ask job applicants in order to find good ones in today’s job market:
How did you hear about this job opening?
With this question, you can start the interview off on the right foot. The person being interviewed should find it easy to answer. It doesn’t matter where the candidate heard about the job, so this question can help them feel at ease. It also starts a conversation. In the answer, you can look for how they conduct themselves, such as:
- Do they maintain eye contact?
- Do they sit up straight?
- How are they dressed?
- Do they have confidence when speaking?
Can you tell me about your experience and how it can help you in this position?
Asking a candidate about their experience gives you insight into their skills and abilities. It shows that they understand the role and what they need to do if they can clearly explain how their experience will help them do the job you’re hiring for. Entry-level candidates may not have a lot of work experience, but they should be able to talk about how their education, volunteer work, or extracurricular activities might be related to the job.
Did you ever have a conflict with a manager? How did you overcome it?
When you ask this question, you give the candidate a chance to show how well they can communicate and deal with conflicts. This question shows how honest a job candidate is and how well they can work with others. Most people have had a disagreement with a coworker at some point. A good answer will explain:
- What caused the conflict
- Who the conflict involved
- How the conflict was resolved
- How the incident impacted the candidate
Get some questions ready about the person you want to hire for your small business before you meet with them. This will help you make sure that the interview gives you all the information you need to hire the right person. Use these examples as a guide to come up with your own questions.
Heres some more information about interviewing candidates that might interest you :
Are your job candidates using the STAR method to answer interview questions?
Consider using hiring events to convert candidates to employees.
Learn more about hiring the next generation of workers at your small business.
After disappointing job growth in May, the U.S. economy got a much-needed boost in June, adding 287,000 job…
If you feel like you’re not getting as many resumes as you used to, it might not be you.
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Wells Fargo Job Interview Questions and Answers
FAQ
What to expect in an SME interview?
How do I prepare for a quality specialist interview?
How do I interview a person for a small business?
Whenever you interview a person for your small business, be cognizant of anti-discrimination laws. You want to ensure that any queries you pose are in line with your state’s anti-discrimination laws and federal regulations set forth by the Equal Employment Opportunity Commission. Err on the side of caution.
What questions do you ask a small business owner?
These questions help a business owner evaluate their qualifications for the position and whether their value matches the business’s value. What do you like most about business? What do you dislike most about business? How would you describe your work style? What do you think is the significant challenge facing small businesses today?
What skills do you need to work for a small business?
Working for a small business, you frequently interact with clients. You need to know how to communicate and remain positive. Describe yourself with the needed skills. Example: “My clients describe me as dedicated, thorough and honest person.” How would you handle a client who you is wrong?
How do you answer a job interview question?
The interviewer wants to know if you are comfortable working with others and have the interpersonal skills needed to complete team projects together. When you answer, make sure you clearly state the issue, action steps and peer’s contribution. Example: “There was a time we needed some competitors’ info and a co-worker assisted me a lot.”
