Team Interview

Part IV – Team Members…Developing Systems to Find the Best!

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 Creating a Buzzthere 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

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Finding Inspiration

Part II – Team Members…Developing Systems to Find the Best!

Continuing in my series of how my systems changed and how my process developed, I asked myself, “where would I find inspiration”?  Well, as usual it came from a few sources.

INC Magazine gave me a greater understanding of what Millennials need and look for in a career.

*Patrick Lencioni ‘s book “The Ideal Team Member” reminded me of what I used to do to find candidates and helped me go back and improve that process. (I have a few team members that have been with me for greater than 10 years.)

*Some comments made from other small business people regarding their hiring process.

I put this all together and totally scraped my old process.

Here is what I developed:Kimberly Brust

First, I looked at the team members that I currently had and that had been with me for so long.  There was a commonality among them.  They were at some point a single mother with a desire to take care of their children to the best of their ability.  They wanted an opportunity to work and learn and ultimately make more money as they went along.

They were able to talk to people.  Their personalities were warm and caring.  They could talk to people and quickly make a connection.  This trait made clients feel that someone cared about them and that they were important.

Finally, as my team were all learners, they could be humble when they did not know the answer and ask for help.  In a business where we sell close to 100 different products, it is important to be able to ask for help, as no one can be an expert in all areas.

Reading Patrick Lencioni’s book reminded me of these traits.  He calls them Hungry, Humble and Smart.

Getting back to basics.   This was step one!

I started by using his interview questions and developing some of my own. I finally had a guide to find the type of person I knew I needed.

So where did I find inspiration?  Gaining clarity. Clarity in what you need and are looking for is key to success.

Creating a buzz……¯`•.¸¸.ஐ

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