Better Business Bureau urges advance hiring strategy in a hot job market

Whether it's hiring new employees as you launch or grow your new business or replacing others who have left, bringing on and retaining talent has never been more important.

In today's red-hot labor market and near historic low unemployment rates, it's wise for businesses to be prepared ahead of time because you likely will have to make hiring decisions faster than ever. Having a great game plan will help you make these choices quicker and more wisely.

You want to add a qualified person to your staff and someone who will gel as a great team member and fit in with the culture you're trying to build for your business.

The interview stage of any hiring effort is an opportunity to evaluate your prospective new hires' skills, experience and personality. This is the time to determine if the person behind the resume can shape and help your organization grow and determine if they match your core values.

First interviews are a great place to lean into your business character and mission. Harvard Business Review revealed that interviews are the most used measurement of a job candidate's culture fit, a category that happens to be the No. 1 hiring criterion employers report using.

Having the right interview questions in your back pocket could be a lifesaver as you navigate an ever-competitive hiring process.

Some vital questions to consider that revolve around trust include, "What excites you about this position?" Dig into why the interviewee is pursuing your company or industry. It's a great opening question that could lead to identifying an interviewee's personal goals and aspirations.

"What is your most recent professional success story?" This question showcases a workplace achievement and reveals how the candidate defines success and help determine the accomplishments they take pride in.

Another revealing question is, "If you could create your ideal workplace, what would that look like?" Yes, it's essential for you to be happy with the person you hire. Your employee must also be glad they're working for your company.

Don't be afraid who ask questions regarding soft skills like collaboration, critical thinking and communication during interviews. A recent Harris Poll revealed that three-quarters of companies value soft skills more than ever. With workplaces becoming more remote, it's increasingly important that team members "be flexible, adapt to change quickly and be innovative."

Some strategic questions you might include to learn more about soft skills could be,

How do you approach accomplishing a task that's new to you? How do you explain a new task to a coworker?" This two-parter is a way to evaluate critical thinking skills and understand the candidate's ability to collaborate and communicate.

Describe a time when results didn't go as planned. How did you adapt to this change? Remember that earlier note about the importance of flexibility?

What work process or procedure did you improve in one of your previous positions, and what specific skills did you pick up during your most recent job? The best team members know how to spot areas for organizational improvement and take productive action to make those updates.

It's vital that candidates have a strong background in performing your open position's tasks, but resumes don't always reveal the real extent of a candidate's experience. Single out an accomplishment or a credential from the candidate's time with a previous employer and ask to hear more about it.

This series of questions, added to questions you have on your list can access vital necessary skills, communications styles, personality and seeing if candidates can think fast on their feet.

It's also essential for you to to be an engaged active listener in interviews. Sometimes the greatest responses may come from a question based on a candidates answer. In the words of Richard Branson: "Hiring requires the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it's personality."

While current conditions make require faster hires, preplanning can assure you get a great hire on tighter timelines.

• Steve J. Bernas is President and CEO of the Better Business Bureau and can be reached at sbernas@chicago.bbb.org.