KBDi Affiliate Member, Nina Slade of Prymore Pty Ltd, is a business consultant with a primary focus on the cabinet making and kitchen industry. With almost two decades of experience in the industry, Nina works with business owners to minimise their business stresses and maximize their success. In this article, she shares some great tips for interviewing and securing the best person for your ‘position vacant’.

Great news – you’ve decided to employ a new team member. It doesn’t matter if this person is casual, part time or full time –  it is essential that you get the right person for the job.

However, good people are hard to find.

With roles now reversed – where you need to prove why they should work for you over other kitchen or bathroom companies – it is essential that you are at the top of your game when it comes to interviewing.

So how do you do this?

Conduct Initial Phone Interviews

Short list your applicants then call them to have a brief discussion about the role. This is to establish whether they have clear verbal communication skills, understand the job role and ask them what their pay/salary expectations are (no point interviewing someone that wants a lot more than you can afford). This initial call should only be 15-30 minutes long. If all goes well, then make an interview time on the spot; this is not only super efficient, but demonstrates to the applicant that you make decisions quickly and are serious and professional.

Face To Face Interview

Always have a room with a glass of water ready for the interview. Never quickly clean up in front of them as this just makes you look unprepared and disorganised.

Ensure that you have read their resume ahead of time because if you haven’t, it only shows disrespect towards them and that you are not really interested.

Now is the time to take control of the interview.

Explain to them the flow of the interview – they will tell you about their work history and skills, you will explain the role and the business then they can ask any questions.

Why should you do it this way?

Because you get to hear what they have done and their skills without them customizing it for the role.

If you do it the other way around, the applicant will only tell you things that match what you have told them you are after. You then think they are fantastic and a great fit but are they really? Think about it – they have just told you only what you wanted to hear.

If you think you’d love to hire them, ask them if they are going for any other interviews and where are they with them? It is an absolutely fine question to ask and it also let’s you know the timeframe you have so you don’t miss out on them.


If you want to know whether they have a family, are married, where they live etc (remember it is illegal to ask these due to discrimination) – just ask what they do on the weekend, what their hobbies are, if they see their family much and where do they go out around their area?)

In summary, the main tips here are to be prepared, professional and for you to be in control of the interviews.

The applicant will only naturally get a good sense of how good your business is if you display this conduct and you’ll be likely to beat your competition to a great future employee.

Nina Slade is a dedicated business consultant to the cabinet making and kitchen industry. With over 17 years’ experience within the industry, her focus is now working with business owners to eliminate those every day issues that keep reoccurring and turn businesses around to become successful. Her hands-on approach means she works with you to get real results. Contact her for a free, no obligation chat or visit her website.

m: 0414 4447 104

e: nina@prymore.com.au

w: www.prymore.com.au