During this first Meeting, I typically only ask Every candidate the following questions:
1. Are you looking for full time or part time job?
2. Do you want to work evenings or days?
3. Does transportation to and from work present any challenges for you? Do you participate in any outside activities that might conflict with a work schedule? Are you at least 16 (18, 21) years old? (you might want employees to be at least 16 years old so as to not have to Manage work permits or day scheduling limitations, or if serving wine and beer, your own servers may need to be 18 or 21 Decades old )
(There are reasons I’ve worded each of the above questions in the way I have, we’ll discuss those reasons later in this report.)
The sole intention of this first interview is to meet each individual face to face. What’s their appearance, and cleanliness? Did you discover the individual to become articulate? Do you like the person enough to bring them back for another interview of 15 or 20 minutes?
At the end of this first interview I’ll usually say to this person:”I want you to understand these are strictly viewing interviews, so I will not be doing any hiring today. I’ll be calling some folks back for another interview. Truthfully I have so many candidates that I likely won’t have the ability to call everybody back. Therefore, if I’d like you to come in for the second interview, then you’ll be hearing from me over the next 24 hours. But, I wish to thank you for coming , and it’s been a joy meeting you.” This will help save you in the awkward task of needing to call people back that you are not interested in, and never have to explain why they did not qualify for a second interview.
Even when you aren’t at all considering hiring a person, it’s important to treat them with respect. After all, they might be a possible client in the future! Even when you’re mortified by how they looked, or what they said during the interview.
Now, if there are individuals you’re immediately interested in, let them know so right then, and put up an appointment time for another interview. You don’t want to let them leave without doing this, or maybe you risk losing them to someone else! In terms of the rest of the people you are interested in, call them back and set up an appointment for a 15 to 20 second interview.
When you get to the second interview, be certain to review applicants’ applications in detail. If their employment history indicates they have changed jobs frequently, spent brief periods of time at every job, or had protracted periods of unemployment between jobs, ask queries. “I see you have changed jobs frequently, and spent minimal time with every employer, describe to me what exactly was going on here.”
They could be able to supply you with a satisfactory explanation for it, such as:”my dad is in the military, and he kept getting transferred, so I had to stop when we moved, and then it took me a couple of months to get settled into our new neighborhood and my new school before I felt as though I could find another job.”
But, if they give you a response like the:”well, my first boss was a real jerk, so I stopped, then at my second job they guaranteed me full time job, however I never got over 15 hours a week,” then ask them to explain why they didn’t like their fist boss, and if anybody else at their next job was also having problems getting the hours that they desired? Beware, frequently people who seem to have challenges with their jobs (and lifestyle ), never see themselves as part of the problem!
You’ll want to ask more in depth type questions at this second meeting. Ask multiple part questions which require lengthy answers. Will they recall the multiple questions you’ve asked and offer you answers to each, or will you have to keep prompting them asking the questions again? You’d love to know that if you put a person behind your espresso machine, that they’ll have the ability to remember numerous orders.
It’ll be essential for you to say little and listen carefully in this interview process! This is time for employment candidates to convince one that they may be an advantage to your business, not a moment for one to promote all the reasons they should want to come to work for you. Your not recruiting, you are interviewing. It’s important to be a fantastic listener, so that you can identify whether or not you get a fantastic potential worker facing you. You would be smart to be more cognizant of things they state that ship up your”red flags,” than to be impressed from what they say that you like.