Interviewers, Don’t Stuff Up The Interview!
In childcare and business today, recruiting new team members can be quite a challenge.
There are several areas of recruiting that you need to ensure you are very well skilled in, to enable you, to employ good quality people for your business or childcare centre.
One critical area is carrying out the interviews.
How you ask your interview questions when meeting with applicants, will allow you to determine whether the applicant knows what they think you want to hear, or whether they can actually do the job.
Here is an example;
In an interview, we need to learn if the applicant can successfully deal with the situation of an upset or angry parent.
The standard question that most interviewers will ask, is,
Please tell me how you would deal with an angry or upset parent?
The applicant will then tell you, word for word, the process they learnt in their training. Following which, the interviewer will then think, OK, they know how to deal with an angry or upset parent.
The problem here is, just because they can remember what they were taught, does not give you any indication on whether they can actually put it into practice. I have seen many occasions when an employee can tell me how to handle and angry customer, however, when they are confronted by one in reality, they are totally unable to carry out the learned process.
If you are interviewing an applicant and are looking to find out whether they can handle the situation of an angry or upset parent, you need to ask the question in the following manner.
In childcare, there are times when you have to deal with an angry or upset parent!
Could you please think back on a time, when you were in this situation?
Please tell me, what the problem was? What you Did to Solve it? And What was the outcome?
Through asking the question in this manner, you require them to think back on an actual incident they had to deal with, and then relate the incident and its outcome back to you.
This now tells you how they will handle such a situation, as they have now relayed to you, how they have handled it in the past. Instead of getting a philosophical answer, you get an answer that relates to a real incident.
This is just one of hundreds of different types of questions you can ask when interviewing a job applicant, that is based on the principle, that past performance is a good indication of future performance. If you ask applicants questions that make them tell you how they have performed in the past, you will get a good indication as to how they will perform in the future.
Learning how to ask the right questions in a job interview is critical to you being able to employ high quality people for your business or childcare centre.
When I learned to recruit new employees based on the principle, past performance is a good indicator of future performance, mine and mine team’s recruitment success skyrocketed.
If you would like to find out more on how to recruit high quality team members, please contact me and I will be only to willing to help.
Have a great week.
Peter Johnson – The Time Retriever
Peter is an experienced business coach who has been working with over 164 businesses and childcare centres, and thousands of people in his workshops and speaking engagements.
He found that another of the big issues for business owners struggling with their time managment and ability to have control of their day, is the lack of knowledge and skill on how to employ high quality team members .
He has helped business owners create successful businesses, through first developing their time management skills and then using these skills, plus many others, to grow and develop the critical areas of their businesses and childcare centres.