You can’t seem to find great or even good employees? When was the last time you evaluated the way you interview? When was the last time you changed the system of interviewing employees? Do you get stuck asking the same questions and hearing the same rehearsed responses? Welcome to 95 percent of all business.
Hiring can be a “crap shoot” at best. However, by gathering more information on applicants through a systematic approach, as well as getting information from multiple interviewers, you can turn the odds heavily into your favor.
Follow these six tips to re-energize your hiring process, avoid settling for “wrong fit” employees, and ensure your new hires share the same core values as the company.
1. The Rule of multiple interviews- To be certain that the correct individuals are chosen, multiple interviews should be conducted. Interviews should be done by different people or teams of people. Interviews should also be done in different environments. And interviews should always be centered on the company’s Core Values.
2. Eliminate the same rehearsed question and answer interviews- One of the best ways to do this is a Group Interview. Group interviews allow you to put applicants in an unrehearsed situation. Have the interviewee tell jokes, have them role-play with each other on customer service scenarios or even do creative ice-breakers. You can evaluate how they interact with other people while performing hands-on role-playing group work.
3. Create a Hiring Team- Don’t rely on just yourself to make all the hiring decisions. First, select a group of managers, supervisors, leaders and decision-makers within the company. Second, train them in basic interviewing skills and techniques. Then teach the legal side of hiring (the “can ask” vs. “can’t ask”). And most importantly, teach them how to “shut up” and listen.
4. Train Your Front Desk Staff to Evaluate First Impressions- Create a list of items you want your front desk people to evaluate when someone is turning in an application. For example: Did they have an engaging personality? Were they smiling? Did they introduce themselves? Were they professional? What was their attitude? Did anything change when they spoke with a supervisor?
5. Have applicants speak with a supervisor- When someone comes in to turn in an application they are not in “interview” mode. Take advantage of this by having the receptionist page a supervisor who can pre-screen the applicant. This pre-screen should include items like job descriptions, schedules, expectations, etc. However, the most powerful tool is to have the supervisor ask some specific core value questions and have them give examples.
6. Use selection tools- Tests such as the Adversity Quotient, Meyers-Briggs, and the Optimism test are great tools to use before you interview a candidate. And the great thing about these is they are free and the applicant can do them as part of the application.
The more information you collect, the greater the chance of hiring great employees. Remember, Hire right, manage light. Hire wrong, manage long!
Shawn Stewart is the Operations Manager at Gainesville Health and Fitness Center. Contact him at shawns@ghfc.com
