Group Auditions for Prospective Employees - Part 3

May 29, 2014 9:24 AM

Tip of the WeekThis is Part 3 of a 3-part series on Group Auditions for Prospective Employees.  To read Part 1, click HERE and for Part 2, click HERE.

Who took your job?
At this point, you've already asked questions, done group activities to see candidates' personalities, and performed grown-up show and tell.  Now it's time for the final selection of who you will hire from the pool of candidates in the group audition.  Who are you going to choose?  To make that decision, utilize moles and ask, "Who took your job?"

During the entire audition process, you should have had multiple trainers that you trust help run everything and takes notes.  If there were 10 candidates, it would be difficult for you to pay attention to every person and write notes for all of them - which is why help from trusted employees is useful.  Another way to get additional information is to utilize moles.  From the very beginning, you should have an existing employee pretending to audition for the job.  That way, he or she can get chat with other candidates freely to see what they really think about the company, the audition, and the job.  Most kids tend to be more open with "peers" applying for a job than they would be with a manager or trainer looking to hire them.  Moles can more easily catch things said between candidates, such as "this audition is dumb," or "I'm only here because my parents want me to get a job."

As you near the conclusion of the audition, you most likely already have a general idea of who you like and who you don't.  But now it's time to see what the actual candidates think of each other.  Go around the room and say "If we're going to hire 1 person from this group, and that person is not you, then who took your job?"  This is a way to see who the candidates honestly think is the best person for the job, other than themselves.  This can sometimes be revealing, and other times it will validate the gut feeling you already had.

After everyone responds to the question, consult with your trainers as well as your mole to discuss the candidates and narrow down the list of who you'd like to hire.  Review your notes on their responses to interview questions, get feedback from the trainers, and see if anyone said or did anything around the mole that would exclude them from consideration.  Remember, you don't have to hire anyone if you don't like the pool of candidates, so don't feel obligated to hire someone just because you're holding auditions.

Once you have chosen the person(s) you want to hire, make sure to offer the job on the spot.  Hold that candidate back while you thank everyone else for coming and dismiss them.  Then, immediately offer the job to the person you want to hire.  If he or she is a great fit for the company, then you don't want that person leaving and potentially taking a job elsewhere.

This entire group audition process may seem like a pretty large undertaking.  But this is your business, and of course you would want to take measures to ensure that you have the best staff possible to represent you company, your brand, and your values.

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