Business
In this episode I discuss how to prepare and conduct an interview and the need for a Competency Profile for each position. Conducting an Interview The first thing to consider is your LONG TERM STRATEGY What will this do and how will they help you reach your long term strategies Sales and marketing Front desk Department management PREPARATION FOR THE INTERVIEW Understanding the topics you can’t ask a candidate – Race, Color, or National Origin. Sex, Gender Identity, or Sexual Orientation. Pregnancy status. Age or Genetic Information. Marital Status or Number of Children. Create a POSITION COMPETENCIE profile - What do you want from this position Leadership/Individual Effectiveness Personal Commitment Leadership Control Flexibility Interpersonal Effectiveness Decision making Satisfaction Orientation Teamwork Guest Focus Quality Focus People Management Developing Others Directing Work Functional Knowledge Job knowledge Industry Knowledge Make a list of questions you want to ask each candidate so you are consistent to use as a guide to follow Ask open ended questions to get the candidate talking and HAVE at least two follow-up questions Drill down on focus areas that pertain to the position you are interviewing for like problem resolution and guest interactions, groups or corporate sales I always made it a point to watch the candidate from a distance to see how they interacted with staff. Also, I talked to the person that greeted them first to get their opinion on first interactions, personality and conversation. Also my first impression as I greeted the candidate was very important based on handshake, pleasant greetings, tone of voice and smile. Always use an ice breaker to put the candidate at ease. This will let their ability to have a conversation come out. As you progress through your list of questions, watch out for the candidates demeanor to see if it diminishes as time passes to stays consistent. This will be a tell tell sign the candidate doesn’t have a consistent personality. At the end of the interview, make time for the candidate to ask questions about the company, position, pay, benefits etc. I always told them to email me if they had any additional questions after they left. A good habit to get into is – have multiple people interview the final candidates, this will – Allow a different perspective Help you make the critical decision for who to hire Will let you compare notes about a certain candidate AS a GM, if all interviewers didn’t agree on a candidate, they didn’t get hired. It had to be unanimous. Please follow us on Twitter and LinkedIn and send us any questions or comments you my have to Firsttimeleader@gmail.com.