Navigating Interviews: Top 12 Anticipated Questions for Small Business Owners – Part I
Building a small business team is an exciting yet challenging endeavor. As a small business owner, you're not only evaluating candidates during interviews; you're also under the scrutiny of potential team members. In this two-part blog, we’ll talk about the questions that you should be prepared to answer from candidates during an interview. The candidate is sizing you and your business up just as much as you are assessing if they are the right fit for the job. To prepare for the interview process, here are some key questions you should be prepared to answer:
1. What Inspired You to Start Your Company? It is expected that your passion to make a difference or solve a problem in the world inspired you to start your business.
Candidates ask this question to gauge your continued passion for the mission and vision for your company. They correlate your passion for the company with its long-term success and their ability for sustained inspiration.
How to Answer: Share the story of how the idea for your company was sparked and what inspired you to start a company. Authentic storytelling is the most compelling way to inspire others, evoke empathy, and leave a lasting impression.
2. Where Do You Think the Company is Headed in the Next Year/Five Years?A new job is a new life chapter, and most candidates hope the chapter lasts for as long as it’s mutually beneficial.
Candidates want to know they are considering working for a small business that has a formal plan and established goals for long-term growth.
How to Answer: Share more about your business goals than what a candidate can find on your website or social media. Answering this question gives candidates an early sense of belonging and exclusivity as they feel "in the know."
3. What is the Expected Compensation for the Role? Bottom line, candidates seek clarity on how much the role pays so they know if they are wasting their time interviewing for a role that can’t pay their bills and allow them to live comfortably.
How to Answer: The guidance CPR provides to clients is to provide a salary range instead of a specific number until you can assess the candidate's experience and education. If possible, answer the question in terms of “total compensation” explaining other pay such as commissions, bonuses, and benefits.
4. How would You Describe the Work Culture? Candidates want to gauge if they will like your environment and if they will thrive.
Haven’t you accepted a position that you thought was a great position, but you didn’t like the culture when you started working?
How to Answer: Offer insights into your company values and any unique aspects of your culture. Many of our clients offer perks such as wearing jeans on Friday, off every other Friday, remote work, and office parties. Some clients even invite other employees to the interview to discuss the culture – be very careful with this approach to ensure you invite someone who is happy with their job and your small business. Some candidates will appreciate your unique culture, and some will not – remember, your company is not for everyone and that’s ok. It’s best for everyone to determine this as early in the process as possible.
5. What Opportunities Exist for Advancement Within the Company? Candidates are interested in a career path within your small business.
They want to know that your company can be part of their long-term career plan and they can make an impact for a long time.
How to Answer: Discuss what you foresee as potential career trajectories, advancement opportunities, and how the business supports professional growth. CPR recommends budgeting for offerings like tuition reimbursement or a professional development budget to attend seminars, certification boot camps, or networking events. Investing in employees breeds loyalty and high employee engagement.
6. What Sets You Apart From Your Competition? There are over 30 million small businesses in the U.S. Candidates have many choices for to loan their skills, experience, and knowledge.
Candidates are looking for unique selling points and a compelling reason to join your small business. What’s in it for them?
How to Answer: Showcase your small business’ distinctive qualities, whether it's innovative products or services, a unique company mission or business model, community involvement, corporate social responsibility, or quality customer service. Emphasize the compelling reasons for candidates to join.
Conclusion
Being well-prepared to answer these questions not only showcases your transparency and commitment to open communication but also helps attract candidates who resonate with your business’ culture. Next week we will explore the next six questions to anticipate from candidates during interviews.
Disclaimer: The information provided on this website does not, and is not intended to, constitute legal advice; instead, all information, content, and materials available on this site are for general informational purposes only. Information on this website may not constitute the most up-to-date legal or other information.
