Three Interview Superstar Selection Sequence Start building your team of recruitment superstars.

Transcription

1 Three Interview Superstar Selection Sequence Start building your team of recruitment superstars.

2 Three Interview Superstar Selection Sequence Start building your team of recruitment superstars INTRODUCTION When recruiting your own team of talent, how beneficial would you find it to be able to IMMEDIATELY determine who will succeed and who will fail BEFORE you offer them the job, not after you have spent a whole lot of time, effort and money training them and paying them for mediocrity? YOU can do this each and every time you hire by using my Three Interview Superstar Selection Sequence to recruit only the most talented recruiters for your business and start building your team of superstars today. You ll also discover how to pre-close, sell your opportunity, conduct a research work test and use your existing staff to recruit for you. I ve received some phenomenal feedback from clients who have used this process so get in touch and let me know how you get on too. For more free stuff make sure you sign up at

3 Three Interview Superstar Selection Sequence Start building your team of recruitment superstars This interviewing sequence is for owner / managers hiring a person for their own recruitment team, who is available now and potentially interviewing with other companies. Remember firstly, don t beg. The successful candidate wants to win the job, so make them work for it. First Interview 1. Greet the candidate in your reception and small talk for a couple of minutes whilst walking back to your office / interview room. 2. Start off with the intentionally vague question of Tell me about yourself. Look for concise but expressive answers ideally covering youth, school, work history and interests. NOT however, a recitation of their CV or the question What do you want to know? coming back at you. 3. Next ask, What do you want to know about our business? Look for knowledgeable answers. Your ideal candidate will be specifically interested in your business and the industry and will have done their homework. Beware of anyone who doesn t tick this box. 4. Next ask this series of questions: What do you want? intentionally vague, look for answers that indicate ambition. If you could have any job you wanted, what would it be? look for answers that indicate desire for power, money or excitement. Is money important to you? the answer should always be yes. What are your specific goals now, and five years from now? - the answer should be that they want to earn at least 50k now and 100k in five years time. What would you do with 100k per year if you were earning it now? - the candidate you want is the person who gives you a really detailed answer to this question. Why do you want to come into this business? - two good answers to this question are to make a lot of money and to achieve my goals. Two bad answers to this question are I want to help people and I don t want to work nights or weekends. What kind of environment allows you to be successful? - the answer should be descriptive of your environment or one you can create. Are you persuasive? - the answer should be yes, and you should then have the candidate explain and elaborate on their answer.

4 Describe your greatest success and your greatest failure. - beware of the person who says they have never failed. 5. Next review the candidate s CV looking for ambition, effort and achievement. 6. Next say Let me tell you about us, who we are and what we do. Describe: The history of the recruitment industry The history of your company The services your company provides How the recruitment process works in your company Your growth plans for the future The position you are filling Your training programme Your salary / package and opportunity for earnings The long-term opportunity for the candidate Client relationships = EQUITY Finish by asking Does this sound interesting to you? Yes is, of course, the only acceptable answer. 7. Next say Now let me tell you the rest of our story. 10 hour days at peak output. 6 days a week. 60 calls per day and everyone says no. Seven weeks working on an assignment, your candidate accepts the offer, and then takes a counter offer the day before the start date. Our s is a NO industry! As you can see, you are trying to paint a bleak (although keep it realistic) picture. Then ask So, how does that sound to you? A few candidates will tell you that s more than they bargained for, and some will look for reassurance that you are joking. The candidate you are after is the one that says if that s the route to success, then they ll take it. 8. Now take the candidate out of the interview room and introduce them to one of your recruiters with 1 to 3 years experience. Make sure they are someone who is a team player. Tell your candidate to ask your recruiter anything they want. Don t orchestrate the conversation, but encourage a relaxed, informal and open atmosphere. The recruiter will be able to tell the candidate things you can t such as what it s like to be part of the team, how long it took to make their first placement, what kind of person you are to work for etc. Allow this conversation to take place for half an hour if need be. 9. Now take the candidate back to the interview room and ask tem Are you interested in this position? If the answer is yes, ask them Why? Then set the second interview for the next day at 8am. Test their commitment! 10. When the candidate leaves, rate them on this scale: Yes Yes, maybe Maybe Maybe, no No

5 11. ONLY PURSUE THOSE THAT YOU RATE YES! The greatest turnover of staff happens when we hire the Yes, maybe s and the Maybe s. 12. Finally, you need to check references. Use them to confirm the things that are hard to determine in an interview, such as integrity, desire, winner tendences, etc. SECOND INTERVIEW 1. The next day, start the second interview, Well, how do you feel this morning? Do you want this position? And keep asking this question throughout the process. 2. Next ask Do you have any questions at this point? The right candidate, the one who really wants the job, will have lots of questions for you regarding process, salary and package, success timescales, etc. 3. Next, leave the interview room again and this time introduce the candidate to your big biller and let them ask your recruiter as many questions as they want, up to half and hour again, if need be. Leave them to it so that they can have a honest and open conversation. 4. Next re-join your candidate and ask them So would you enjoy doing that? and What did you learn? 5. Next say, Now I have a surprise for you. For the next half hour your are going to work for us as a resourcer. Give the candidate a desk Give them 15 CVs which you have preselected. Give them your resourcer script which should be something like: Hi X, my name is Y and I m a resourcer for ABC company, John (you) is doing a search for a job title and he asked me to give you a call because you might know someone who would be a good candidate for this position. Describe the position. Get names. 6. Don t give your interviewee a time limit. The purpose of this exercise is to find out, a) if they take directions, and b) if they pick up the phone. This is a non-threatening exercise that will tell you more about the candidate than you would find out by asking them to present a candidate to you in a role-playing simulation. The candidate you are after is the one who completes the exercise in less than the half hour given. 7. Next ask, Any further questions? and Do you want the job? 8. Finally, invite your candidate to Come back this evening at 5pm, ready to accept or reject an offer. THIRD INTERVIEW At 5pm meet with your candidate and make them an offer. The winner will accept NOW.

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