The next step in the process is the team interview. We totally dispensed with the phone interview, as someone had seen the person in action. They had reached out for the opportunity, not because they had to but because they wanted to.
Using Patrick Lencioni’s book “The Ideal Team Member,” we developed questions to identify the three characteristics he described: Hungry, Humble and Smart.
After each interview, the team would debrief to see if the candidate met the criteria. If there was a category that we felt unsure of, the next interview would really focus on those questions that would help us determine the fit. If they were not a fit, we would send an email thanking them for their time.
The next interview would be held in an offsite location. I chose a busy restaurant, early in the morning to see how the person handled the pressure of an interview in a chaotic location. We would again ask questions using the three topics but really focused on an area that the team was not clear on.
As part of this offsite interview, I would also share my job description. It is the only job description I have, even though I have 4 different positions in my office. (See My Job Description)
Going through this process significantly reduced the amount of time we spent to find our next candidate. It also helped us with clarity around what we were really looking for.
Referrals> interview questions with specific focus on traits> on and off site interviews> References.
Creating a buzz……¯`•.¸¸.ஐ