Testing for performance. Talk the talk. Walk the walk.
Applications are indicators of a person’s past performance.
Interview process gives you a person’s potential performance.
On the job gives you insight into actual performance.
How do you find team members?
Referrals – list all possible referral sources
Job Posts – which job boards work best for your industry?
Conferences – make a list of relevant upcoming conferences
Networking – list relevant events
What is your hiring budget?
Documents and Training Materials:
Job post – this is the first impression a candidate gets of your business a candidate. It’s a great tool to filter out unwanted peeps. Ask for submissions beyond Resume/ Linkedin profile, including:
- Digital Portfolio
- Work product
- Video submission
Phone/Video screening questions – filter the riff-raff.
- What are your top 3-5 deal breakers for this position? Wage, availability, specific credential, start time, etc?
- Are they conducted on video or in person?
- How many interviews?
- Are you conducting 1-1 or group interviews?
- Will they be interviewing with different team members? (how does operations adjust for interviewing process)
Interview questions – can they talk the talk?
- Go Beyond “why do you want to work here and walk me through resume?”
- Ask behavioural questions – questions that tell you how they behave in different situations ie. conflict with teams, managers, dealing with stress, missed deadlines, crazy clients etc.
- Ask fit questions – how do you know that this person is going to be a cultural fit for your growing team?
- Ask crystal ball questions – insight to how they would deal with current or future problems that your business is dealing with in reality.
Give them a trial assessment – can they walk the walk?
- Test project
- Technical assessments
- A day in the office working with team for inhouse trial
- Offer letter
Make sure you complete this step before moving on.
And if you’d like some help, drop us a line!