sunsally

In ANY testing - know what you are trying to achieve!!

For PRE-Employement testing - what are you REALLY looking for?

1. Someone that will show up on time, and not call off?
2. Someone that will clean like crazy, even when you aren't watching?
3. Someone to take on "managerial" like qualities including scheduling, ordering, etc?
4. Someone to make sure that NOBODY walks out the door without spending $$ - no matter WHAT it takes?
5. Someone that won't steal from you?
6. Someone that won't treat your customers like they are interrupting HER time from talking to her boyfriend and doing her homework?
7. Someone that will be as passionate about your business as you are?
8. Someone that is "connected" to half the town and outgoing and will promote your business and drive lots of new customers your way?
9. Someone that has the ability to listen to each customer, hear their individual needs, and make appropriate recommendations?
10. A combination of one or more of the above????

Hint - Some of the above are often VERY difficult to go together - and in fact, high on one might almost necessarily also indicate low on another!

NOW - what is your compensation policy? How about training? If you pay top $$, you are going to attract the top candidates, be able to be picky, and not have to train as much. If you do TONS of training, your selection process may not make that much of a difference as long as they are trainable. Etc etc etc

Write down your "criteria", and rank order what is REALLY important to you vs. your "wish list". Write down sample answers - what the "right" person does/says when it comes to those things that are important in your salon. From here - you have your interview guids!

As for post-employment training - same thing. What are your goals? Using it to "educate", using it to point out deficiencies in need of further training or using it to weed out? Different goals suggest different methods.


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[ This Message was edited by: sunsally on 2005-04-24 20:46 ][ This Message was edited by: sunsally on 2005-04-24 23:01 ]

DWhite6872

Posted: 04-19-2005, 7:57pm
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Does anyone have a test they give the employees to see if they have learned anything about the salon, after a month or so they have been there.I have bed cleaners that want to be behind the counter & still dont do a good job of what they were hired for. I have ask them learn the lotions & beds, bulbs etc. Any suggestions? Thanks

this was the question. Why don't you share you process that you go through to hire new employees? I think we are all on here to share what has worked for us...so you obviously have it going on (you have 200 employees) so what do you do to find good people and weed out countless apps?

I know we didn't even advertise and we are up to 1,440 applicants in 6 weeks...and trying to hire 50-60 people at the same time..so you figure over 200 interviews ..to find the cream of the crop! I would like to hear how you do it...and if you have done mass hiring at the same time because of so many new locations!..?

DWhite6872

Mike B....when You said "so there" did you stick your tongue out at me?...lol

MATT A

MATT A

I did

MATT A

I have figured it out. Have Sunsally do the interview and this will beat the test. Perhaps Via phone? Ahhhh You lose that sense of being personal then.

Mike B

DWhite6872,..I did, but just a little stick!

We actually have a director of human resources who has her degree and recruited her from the Hyatt Hotel chain. We do only group interviews as the first interview. We explain everything that they may expect including the good, bad and yes, the ugly! We also explain what WE expect and any violation in the probation period will result in termination.

Everyone will start out as an assistant meaning, they will learn how to clean beds, do laundry, mop floors, clean bathrooms…Once some of the applicants hear the un-glamorous side they decide not to return. We look at the applications, and ask questions to clarify. The second interviews are managed by our HR, District and Regional managers who know what to look for.

Some questions that should always be asked: What did they like most about the previous employer? Not the job, but their direct supervisor. Look for applicants that say “they were my best friend; they understood when I was late. They were cool with schedule changes…” Also ask what they liked least. “They were so strict! They were demanding. They didn’t understand my grandfather was dying for the 40th time!” You get the point.

John Soet had it right when he said that the very best thing you can do is make them feel relaxed. Talk about their life, family, whatever. Let them start to feel relaxed and you will hear the real them come out. Nevertheless, do not under estimate how hard some of these people work being a “bed cleaner” or salesperson. We have found that to be direct is the best. Also, we let them know right up front that once in sales their hours are assigned based on their PTA (per tan average). The employees with the highest dollars generated per tan are the ones who receive first cut at the schedules.

Actually, the credit goes to my team because they actually do the hiring. I just sit back and eat Bon-Bons all day long. Right!@#$%
-M-

MATT A

Sounds the same we conduct group interviews start them out as a watcher then cleaner etc...

But EWWWWWWWWWW bon bons make you fat.

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[ This Message was edited by: GENIUS on 2005-04-24 21:39 ]

MATT A

Great post Mike. Point is your help is key to a great operation. And having them trainied right also.

DWhite6872

Genius...you and your food...

I like the idea of group orientation, since I do not have a HR director...it can get to be too much when you are interviewing 200 people! I have been looking for ways to cut down the time! The last round I had 3 people helping me...but it gets old real quick!

Mike B. how many stores did you have before you hired a HR director?