- On July 1, 2019
- By Garrett Pfarr
- Tags Hiring, HR, Interview
The Interview Process
Source: https://automategrowsell.com/lessons/lesson-7-score-cards/
1. THE PRE INTERVIEW
We are going do a Pre Interview with the Applicant.
This will determine, if they have a driver’s license or can work at heights for example, that there are/aren’t any “deal breakers”.
2. THE INTERVIEW – Interview Scorecard_for_Technician
The interview process requires you and your team to be detectives. So far we’ve look at this person’s written application and we’ve talk to their previous employers.
Now we have to find out what this person is made of.
We have a scorecard for every position we’re gonna hire for. You should’ve created this scorecard for this position at this point.
We ask these questions in the Pre Interview:
Are they physically capable of filling the position?
Are they mentally capable of doing it?
Do they possess the skills you require.
“How do you create a spreadsheet in excel?”
“How do you make an auto sum?”
Those are just some examples.
We highly recommend that you use the scorecard while you’re interviewing, have them in front of you. We’re trying to make sure that these people are hungry, have humility, that they are people smart, that they are positive thinker, that they are culture fit for you, and that they are “A” players. We don’t want whiners and victims.
The interview questions that we provide you with will help determine all of this, but it’s still up to you to score them and figure out if they are going to be a good fit or not.
We usually have a Pre Interview meeting with the Interviewers, for about 10 minutes before the interview, on a separate Zoom meeting. We talk about the reference checks, pre interview questions, and anything else we think we might have a problem with that we may want to ask the Applicant.
We don’t discuss the references, only that the references were called.
Then we switch over to the interview and one of the 2 or 3 interviewers will say something along these lines:
“Look, Joe or Mary, the whole idea behind this interview is to make sure you’re a good fit for our company. I know you want to work here, we probably want you to work here. If you’re not a good fit then it’s just not going work out. We don’t want you wasting a couple of months of your time only to find that out, and then we wasted a couple of months of our time trying to find that out. So we’re asking you to be just totally honest. At the end of this interview, you can ask us whatever questions you want to ask: about our company, about our mission, our vision, anything that comes to mind. If you have those questions, please feel free to asks us, but in the mean time if we ask you, just be really honest with us. Tell us your most honest answer like you’re hook up to a polygraph test. We want to make sure that you’re going be a good fit with our company.”
When you get in to the interview process, always use multiple interviewers.
**If you don’t use multiple interviewers, what can happen is, you end up thinking in the back of your head, “I really need someone to fill in to this job” “It’s driving me crazy, I have a big hole my schedule…” and you may compromise this interview.**
If you have to get your neighbor, cousin or your friend to help you, it isn’t a big deal.
Have someone else help you interview this person. Don’t do it on your own. It will never work out. You need other opinions.
We want to be able to make sure the they are good fit for the company during the interview process and we’re going to ask these people a lot of questions and we’re going to do it i cycles.
We never stay on the subject of just being hungry. We will be on the subject of hungry, the we will ask them what hours they like to work. The next question could be, “Are you married?”
Confuse them.
We don’t want them on the same subject because if they get on the same subject, they will gloss the whole thing up to make it sound good. If you bounce around into different topics like hunger, humility, “A” player, people smarts, it will confuse them, and they will really need to focus hard on trying to lie and will end up being honest with you.
Utilize the private chat features in Zoom. You can chat with each interviewer as you progress. You can send them a private message like “Ask them this” or “Do you think his answer was true or honest?”
You want to try to find out if they’re a culture fit. Describe your culture a little bit or ask them what they like to do, for example.
We are going rate them A, B or C as in “A”player, “B”player or “C”player on the Score Cards.
When the interview process is completed, we’ll take all our scorecards, log off Zoom and we will score the Applicant separately.
Then we’ll schedule a later time and have another Zoom meeting with just the interviewers and discuss the strengths and weaknesses of the Applicant.
We don’t make a hire unless all 3, or how many interviewers are involved, agree to the hire. if one person is dissenting, then we don’t do the hire
Interview_questions_for_Managers
3. SELL THEM THE POSITION
Always be selling the position.
They need know about your company, how great it is to work for you, about your company culture, the business background you have, where the company’s going, and are you expanding.
They need to know there’s a room for growth in your company.
They need to know what the work environment is like.
They need to know what they’re getting themselves into: If it’s a mess and hiring an Operations Manager, you have to tell them. Be straight up. If they’re an “A” Player, they’ll like the challenge.
Don’t gloss it over. Tell them the truth, let them know what the culture is and if they fit.
The worse thing you could do with this whole process, after going through this whole thing is either have the applicant lying to you or you lying to them. You get a bad fit.
You wanna make sure that everybody is upfront and honest through this entire process.
