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Creating a Star Team
By: Bryan Durocher
Posted: June 18, 2008, from the July 2006 issue of Skin Inc. magazine.
page 8 of 12
Second interview. If the references check out positively, invite the person back for a second interview. Choose an outside location for this meeting, such as a coffee shop or restaurant. This will enable you to remain focused and uninterrupted, as well as to look for consistency in the person’s communication and image. Reconfirm your positive impressions from the first interview. Continue the use of interview questions, discuss the pay structure and compensation, and, if appropriate, set up a technical interview.
Technical interview. At this session, the candidate will demonstrate their abilities in providing services. For example, you could have an applicant bring in three models to perform a facial, body treatment and peel. By procuring models, a definite interest in working for your organization is shown, and it reveals a person’s client service skills, speed and accuracy. Another option would be for the candidate to practice on three existing staff members to truly gauge the quality of their skills.
Hiring. After successfully completing the technical interview, extend an invitation to the applicant to join the team. Also set aside time for the individual to review and sign the employee manual and other documents, as well as to discuss the job description appropriate for the position.
Set clear expectations
When working with your team members, it is important to have conversations concerning your expectations. People thrive when they have a structure to follow. Before beginning their first day of work, each team member should be presented with an employee manual and a job description detailing the duties required and the level of performance expected, as well as stating what is anticipated from management. There is a great benefit to producing a company manual or philosophy that details the company mission statement, policies and rules of conduct. In addition, when discussing job descriptions, listen for opportunities to ask powerful questions that will motivate your employees to search deeply for what is important to them.
When creating these structures, ask yourself the following questions: What are the benefits of having an employee manual and job description for each employee? How will you maintain accountability as you coach new hires? How will you support your employees to understand the importance of a commitment to excellence and how it will affect their future career?