building your a team part 5: the process
TRANSCRIPT
BUILDING YOUR
TEAMA+
http://nextlevelup.com.au/
Part 5:The Process
HERE’S THE PROCESSOnce you have screened or filtered your responses, someone will
call them all using the same script, which will go along the lines of:
Hello, this is Susan of Acme Building. Ourmanager (or the appropriate title) has reviewedyour application and resume and would like toinvite you to attend a meeting on (date andtime) to give you the best possible insight intowhat we do and what we’re looking for.The meeting will be held at (address – whichmight be your office or somewhere you canhave a breakout room).
Following the presentation, if you are interestedin pursuing the opportunity further, we’ll meetwith you briefly. And if after that meeting weboth feel there’s a reason to take it further orget to know each other better, we’ll arrange along interview with you. The whole process on(the day) takes about two hours. Can I scheduleyou in for this meeting? (This isimportant because you want to know who iscoming. And sometimes they might alreadyhave found another job.)
Great. Can I confirm your contact details? I willemail you a confirmation and these details, aswell as directions on how to get here. And justone more thing – if for any reason you can’tmake it, please give me a call on (number). Mynumber will be on the email also. We lookforward to seeing you on Tuesday.
The Set Up
The Presentation
WELCOME
You’re going to need a venue or room for people to sit and/or mingle. Youwant a couple of people from your business, or friends/family, to help host.Having refreshments on hand is also a good idea.
Whether you are doing an Information Seminar or doing these interviewsone at a time, this presentation outline I’m going to give you works equallyas well. It is clear and concise and especially if you are doing these one at atime, you are ensuring that you tell each candidate the same thing.
Welcome everyone and thank them for coming.(Tell them what you’re going to tell them – in other words, give them arundown of the process) I’m going to tell you a bit about our companyand what we do, and also what it means to work here. Then I’m going totell you about the position (name) that we are looking to fill. After that, Iwill answer any questions you might have. If at that point, you feel it’snot for you, you are free to leave and those who are interested shouldstay as we would like to have a very brief interview with each of you (inalphabetical order, or the order you arrived, or no fixed order) and thenyou are free to go. Now at this point, some businesses like to askeveryone to introduce themselves, saying their name and something briefabout themselves. Or their name and one word they would use to describethemselves. This is a bit of an icebreaker.
The PresentationThe Company
Who it is and what it does, how longit’s been doing it.Why you do it – and who you do it for.What it means to potential employeesDescription of the position you’rerecruiting for – have a copy of the JA you can show them – but not to take
Question and Answer – invite and field questions from the floorReminder of the process – if this positioninterests you, we’d like to have a very briefinterview with each of you. If the positiondoes not interest you, you are free to leave.Introduce them to your cohosts in the room.
Move to the interview or breakout room. Have one of your cohosts be responsible for directing each person to the interview room as theprevious one leaves.
THE FLASH INTERVIEWYou are now in the interview room and ready to see the candidates one at a time
Have an evaluation form prepared for each candidate (You’ll find a sample in your resource section of this module)Welcome them, reintroduce yourself and your cointerviewer (if there is one). Thank them for coming and tell them that you are only going to ask them three questions.
The questions I’ve found are the best are:What about the job opportunity and the company have you heard tonight that made an impression on you and why? (or interests and excites you and why?)Based on what you heard, what do you think would be your greatest challenge?Another one to ask here is: Tell me something that you thought was impossible to do, but you did it anyway – and what happened?What difference would you make if you came here?
what wouldbe yourgreatest
challenge?
Until next time...
Keep these interviews to a maximumof 5 minutes, thank them and letthem know that they will hear fromyou within (2 – 5 days – no more). Resist the temptation when youknow you’ve struck a greatcandidate to talk more or ask morequestions – it will only make the nextperson who is waiting very nervous.
Once you have decided, you extend an invitation to the chosenperson(s) to come in for a longer interview.
Make it as soon as you can. This is important
Most of the time, these people are applying for lots of jobs. The longer youwait, the more chance there is of them being snapped up by someone else. And there’s another reason, for those who miss out, you MUST send thema note thanking them for applying, and telling them that at this stage youhave found someone whose qualifications more closely meet your needs.
We appreciate your interest and wish you the best in youremployment search.
This is a MUST not a MAYBE.And the other reason to get your chosen people in soon, is that sometimesthey may have decided it’s not for them, or they’ve accepted another offer,so you will need to go to the next on your list if they fit the bill. Don’t sendout the "Thanks but no thanks letter" until you have made the offer and ithas been accepted.
In the interests of courtesy, you need to actquickly. I will go over the long interview in Part Six.
Once it’s done, you can review youevaluation sheets and listen to yourcohosts who were outside minglingand hosting., as they will have someinput as well. I promise you, thecream rises to the top in theseseminars. You will have a prettygood idea of who the finalists are, ifnot your actual choice.