TFT: What Questions Should You Ask?
Finding the right team members is just a couple questions away
As a small business you are focused on finding the right people to help your team grow and improve. Interviewing takes times, and that is one resource that you do not have a lot of time these days. As you bring on team members it is important to make sure you are asking the right questions in the interview process to ensure you get the right people on the bus. You want to make sure that you find growth minded team members that will continue to learn and growth with your business. In this TFT we are looking at the right interview questions to ask.
Hands-On Skills
Manufacturing requires a high level of technical proficiency and experience with specific machinery or processes. Interview questions should focus on candidates' hands-on skills, safety practices, and problem-solving abilities on the shop floor. Bring in a part drawing or a CNC machine code. Ask them to review it or describe how they would go about doing it. Make being in some tools for a CNC machine and have them put their hands on them and show you how they might adjust it. Make sure it is consistent for all candidates but have something that is wrong with the drawing, code or tool. This will give you an idea of how much experience actually putting their hands on the tools they do have. If you can do it safely have them on the shop floor. Or ask for examples of parts and products that they have made. I know is some cases references can be a shot in the dark, but ask for them anyways. Someone that has created lots of great products they will have at least two or three references that can speak to their work.
Ask them questions like:
What challenges do you see with this drawing or tool set up?
If you were going to manufacture this part what are the first three steps you would take?
Can you describe a time when you had to troubleshoot a piece of machinery? What steps did you take, and what was the outcome?
Maybe not the best example these days but consider Boeings approach to the hands-on approach:
Boeing, a leader in aerospace manufacturing, uses hands-on tests during their interviews to assess a candidate's technical skills. For example, they may ask candidates to assemble a component or solve a mechanical problem under time constraints. This approach ensures that new hires can meet the technical demands of their roles and maintain the company’s high standards for precision and quality.
Cultural Fit and Team Collaboration
In smaller manufacturing settings, cultural fit and the ability to work effectively as part of a close-knit team are crucial. Questions should explore candidates’ experience in collaborative environments and their adaptability to the company’s culture. Also do not be afraid to include other team members as part of the interview process. Make sure they know the importance of objective evaluation of the candidates, but they are going to be working with these team members each day. What do they need in a team mate? Have them take the final 3 candidates to a lunch and just focus on who that person is.
Ask them questions like:
On your calendar today do you have time for connection with members of your current team?
What about the community?
At this company we really value “customer relationships” (or insert your value here). Tell me about a time that you went out of your way to solve a customers problem?
Tell me about a time when you had to adapt to a significant change in your team or work environment. How did you handle it?
Interview questions are a key way to make sure that you get the right people on the bus. You may be looking for key hands on stills or just the right cultural fit and interview questions can help you get there. Keep in mind that this is a learning process and it will require practice. Ask your mentors what questions have helped them find the right candidate. Also ask you team. Even those that have not interviewed potential candidates have been interviewed and may have some great questions that you can barrow.
As an example consider Zappos’ hiring processes:
Zappos, known for its unique company culture, places a heavy emphasis on cultural fit during interviews. In fact, they will sometimes offer new hires a sum of money to leave the company if they feel it isn’t the right fit after a week of training. This approach ensures that only those who align with the company’s values stay on, fostering a strong and cohesive team.
Action Step
After conducting your next set of interviews, review the responses with your team. Did the new questions provide deeper insights into the candidates’ skills and cultural fit? Adjust your interview process based on these observations to continually refine your approach.
Recommended Reading:
Critical Interview Questions for Manufacturing Jobs
How to Assess Hands-On Skills in a Manufacturing Interview
Cultural Fit in Manufacturing: Interview Questions to Consider
Boeing's Rigorous Interview Process