The ultimate game of “Survivor”
by Bob Schultz
The two most important things any owner or senior management person can be doing on any given day are to increase revenue and decrease cost without sacrificing quality. Recruiting, hiring, training and coaching a world-class team is a giant step in the right direction to increasing profitable revenue.
Identify the need
Before you begin recruiting, you must establish the positions you need to fill and identify the community in which new staff will work. Then, establish a targeted compensation model and ideal target behavioral style for each position.
Find the candidates
It is not necessarily important that candidates have experience, but some successful background in a related field is helpful.
Start screening with the resume
If prospective employees can’t sell themselves, how can they represent your business? Inspect their resume for typos, grammatical or spelling errors, and sloppiness. If the resume can’t pass this critical first step, then “vote them off the island.”
Send a pre-interview package
Send the remaining applicants a pre-interview package. It should contain a personalized cover letter and an application for employment. (To expedite the process, consider posting this pre-interview package on your web site to be downloaded by applicants with a password.) If you find the responses to these questions satisfactory, then include the applicant in the next challenge: the interview. Rather than a single interview, the procedure should be a series of steps; each one’s a part of the screening process.
Conduct a telephone interview
Set up phone interviews via e-mail. This acts as another important test. If applicants don’t check their email, they probably won’t check it when customers send them an e-mail.
First face-to-face interview
Look for the candidate who arrives on time and is dressed professionally, if there is consistency with previously given answers, and how the candidate feels about being video/secret-shopper shopped.
Check references and behavioral style
Before you proceed further, obtain permission from the remaining candidate or candidates to assess their behavioral styles. Some excellent personality assessments include the Management for Success
(MFS) Style Analysis Response Form-Sales Version and Personal Interests, Attitudes and Values (PIAV) Response Form from Target Training International, which candidates can complete online. Review both of these reports to determine if the candidates are close to your targeted profile.
Second face-to-face interview
This time, add an additional representative from your company so you can get another perspective.
The group interview
Most managers would be satisfied to hire people who have been through the first eight steps of the recruiting process. However, some people are very good at behaving well in one-on-one interviews, and a resume is really just a balance sheet that lists all assets and no liabilities. The group interview provides a chance to probe for the liabilities and see how potential candidates interact with others.
Final Interview and Offer the Position
Schedule an appointment to meet for a final face-to-face interview with the candidates selected from the group interview. Use this interview to go over anything that may have concerned you during the group interview. If you are satisfied, present the job offer and start date.
|back to articles|