Are you asking employee candidates the right questions? Look at this guide to help you prepare when building the perfect team for your business.

1. BUILDING YOUR
TEAM
A+
http://nextlevelup.com.au/
Part 3:
Recruiting & Hiring

2. Remember marketing again? When you are marketing to attract your
target customer and a sale is made – your business must the deliver on
what was promised in the sales process. Once you employ someone,
you need to make good on delivering everything you promised during the
recruiting and hiring stages. This is key to building your team.
Step 1: Recruiting
–Getting clear on the position
requirements
– Organisation Chart and Job
Agreement in place
–Getting clear on the type of
person: their skills, their
experience, their values and
attitude
–Developing your message
–Putting your message out
there
–Fielding the responses in
readiness for the next stage
Step 2: Hiring
–Review of applicants
–Screening the applicants
–Invitation to meet
–Interview process
–Selection process
–Making the Offer
This is what normally happens....

3. Once the job has been advertised and responses have come in, you do a
bit of filtering usually based on what is written down in the resumes, or
the way applicants have followed, or not followed the application process.
Okay…all normal so far.
Then, when you have narrowed down your field, you or someone in your
business, get on the phone and invite that person in for an interview and a
time is set. Then you need to find time in your already busy timetable to
schedule those interviews. And if there is someone else you want involved
in the interview, you have to make sure the time works for them as well.
And if there are say, more than three or four candidates to see, you know
what’s going to happen – that interview process is almost certainly going to
stretch over a couple of days. If you are really well organised, you might be
able to see them all in one day. Given the way interviews are conducted
more often than not, the process will last between 45 and 60 minutes, with
a gap in between for the two of you to confer. If it’s four candidates, you
have now put eight man hours into the process during your work day. And
that is multiplied if there are more. To say nothing of feeling like a broken
record as you go through your spiel about the company and the job for the
umpteenth time.
time
one
way
works
interview process
interviews
well
someone
Four
see
going
daycandidates
almost
need
find
already
busy
timetable
schedule
45
else
want
involved
make
sure
business
three
get
phone
invite
know
whats
person
happen
narrowed
field
umpteenth
certainly
stretch
couple
days
really
organised
might
able
set
given
conducted
often
last
minutes
gap
two
confer
Now
put
eight
man
hours
work
multiplied
nothing
feeling
like
broken
record
go
spiel
company
job
60
applicants
message
traditional
next
values
promised
responses
marketing
exactly
Remember
everything
happens
Recruiting
Hiring
Step
Getting
clearposition
deliver
even
many
objective
customer
stage
Review
good
Screening
Invitation
meet
delivering
Selection
Making
Offer
lets
look
sale
first
normally
made
advertised
come
bit
filtering
usually
based
written
resumes
20
stages
application
Okayall
normal
far
key
buildingteam
must
1
requirements
Organisation
Chart
sales
never
Agreement
place
type
15
skills
experience
employ
attitude
Developing
attract
wont
Putting
talk
wasted
waiting
simply
dont
turn
Also
entirely
possible
Fielding
depending
worded
spread
target
evaluation
thing
generally
narrow
choice
maybe
back
indepth
mind
goes
another
six
fine
smarter
ask
readiness
right
questions
reveal
needed
wasnt
resume
instance
attitudes
important
evaluate
helps
final
still
everyone
information
rather
repeating
times
situation
Stay
tuned
Part
week
walk
fantastic
stock
standard
conducting
new
employee
promise
brilliantly
save
much
best
results
follow
steps
excited
2

4. Until next time...
It’s entirely possible that you will have
many more than four, depending on the
position and how well
worded your
message was.
And, if they are
spread over a
couple of days,
how objective
is your evaluation?
The next thing that generally happens
is that you narrow the choice
down to two (maybe
three) and invite
them back for
more in­depth
interviews so you
can make up your
mind – and there
goes another
four or six hours.
What if you could work smarter?
What if you could ask exactly the right
questions that would reveal everything
you needed to know about them that
wasn’t on the resume? For instance,
their attitudes and values. Remember
how important they are? What if you
could evaluate them in a way that
helps you to be really objective?
And what if you could get to your final two or three –
even if you have 15 or 20 applicants in under two hours?
And still know you have given everyone the same information
(rather than repeating it that many times in the traditional interview situation)?