The one-on-one interview is to be done by the department head for the position they are interviewing for. This generally takes about 30 minutes. Again, this interview should not just be the standard Q & A interview. We incorporate a series of questions along with core value “tests” that puts the applicant in a position where they don’t know they are being interviewed. Here are some examples:
Core Value Tests
These are three of our most popular examples. There are many more we have come up with over the years. Challenge your team to come up with tests that meet your needs and values. My philosophy is always to figure out a way to test a behavior rather than ask the usual questions. None of these “tests,” by themselves should determine whether or not the applicant passes. They are another great way to collect as much valuable information as you can to make an educated decision.
“10 Question Method” — Tests the core value of creating your own future. Ask the applicant to bring in 10 questions that will help them make their decision on taking the job. Evaluate the questions based on the types of questions that they ask. Are the questions about them, or about the company? What does their sheet look like? Is it typed professionally, or hand-written and wrinkled?
“The Chair” — Tests the core value of integrity/helping others/hard work. Have someone seat the applicant in a conference room and tell them the interviewer will be there in a few minutes. Then have the interviewer come in and pick up a chair and tell the applicant — “We will begin in a few minutes, I have to get these chairs to another room.” Then begin carrying the chairs to the next office. Observe to see if the applicant offers to help or if he/she just sits there and watches you make multiple trips.
“Falling Door Sign”- Tests the core value of integrity/helping others. This happened by accident the first time. We hanged a sign on the outside of the door that says, “Quiet, interview in progress.” The sign was broken so when I opened the door to dismiss the interview, the sign fell to the floor. The first applicant stepped over it on the way out. So did the second one. The third person actually stepped on it on his way out. However, the last person saw the sign on the floor, picked it up, took it to the office and fixed it, then re-hung the sign. Can you guess which applicant passed the interview?
The Workout Interview
Have you ever hired what you thought was a good employee, only to find out they fell apart in the face of adversity? Earl Nightingale said, “Adversity doesn’t strengthen a man’s character, it reveals it.” The workout interview is one hour and tests the core value of hardworking. The first 30 minutes of this interview is the adversity questionnaire test. The second 30 minutes is the actual workout interview. Be sure to tell applicants to dress in workout clothes and not to eat directly before the interview. Here is how to set up a workout interview:
• Put them through a HIST workout. 6-8 exercises doing one set to MMF.
• Tell them: “We don’t give up, no matter how tough.”
• This interview has nothing to do with their fitness level. We are seeing if they work hard and can listen and follow directions.
• During the workout interview, other staff are watching and evaluating, and they will give you their impression.
By testing an employees core values, you’re taking great steps towards hiring the best employee for your club.
Shawn Stewart is the Operations Manager at Gainesville Health and Fitness Center. Contact him at shawns@ghfc.com
