Hiring process

I have not been involved much in the hiring of folks although I will share this. I once worked for a company that seemed to have a very refined hiring process although dummies would get hired quite often(they hired me) I'm not sure maybe they were looking at peoples certs and qualifications more than their true abilities and personality. If I was ever going to hire somebody for tree work this would be the interview structure-

1 IQ test- 120 or higher
2 400 m dash- if you can't beat 1:40 off the couch you're out.
3 arm wrestling- if you beat me you are not hired
4 excessive drinking (alcohol)if you do not make an [pick a different word] out of yourself you are not hired
5 if you made it this far, time for the final test- Peyote ceremony.

If your crew could do all of that you'd be set
cool.gif
 
haha. Nice. I would agree with the 400 dash:)

"I'm not sure maybe they were looking at peoples certs and qualifications more than their true abilities and personality."

I guess that is what I am looking to hear. What is an interview question that you use to get a feel for a persons character or ethics?
 
Behavioral based interview questions are the best for predicting performance. It's predicated on the concept that past behavior predicts future performance.

Start with a more specific scenario that would arise in our business that illustrates the character and ethics that you're looking for then frame a question that asks about a previous situation and how they handled it.

From Santa Clara University's website on Assessing for ethics:
"We are often confronted with the dilemma of having to choose between what is right and what is best for the company. Tell me about two examples where you faced this dilemma and how you handled it."

What you want to hear is a specific example not a hypothetical answer. If they don't over up what the outcome was ask.
 
A good discussion question is "here is a large fir next to a house: tell me how you go about taking it down." Let them dilate and wax poetic on the subject and listen carefully.

This will tell you a lot about the person's knowledge, their technical skills, and their leadership style and priorities.
 
Now, take Ward's hypothetical question and turn it into a behavioral based question by asking the interviewee Tell me about a time you had to remove a large tree situated close to a house or significant target. Instead of waxing poetic about the theory, the person will tell you a real tale of a past incident showing you what has stuck with him and clearly demonstrating what technical skills they have and also the level of ability. The tone and language they use will give you a great indication of just what they think is a tough tree.
 
I like both methods. I think it would be beneficial to take a prospect employee to a job and ask him to run through the process. This would give a good feel for his observation and the way he would dissect a job.

Thanks for the responses so far.
 
Also, use the voice recorder feature on your smartphone... or record the conversation somehow. You might hear something you originally missed that could sway things one way or another.

I use voice recorder when bidding jobs now. Record what I see, write it up back at office, and send out emailed estimate. Saves 15-30 minutes per bid IMHO.
 
I like to ask them what they would like to know about how the company is run. Many times these questions will tell you a lot about how they work and what there experience is.

Good ex.
What rigging equitment do you provide?
What are your pruning specs/definitions?
What ppe/equitment do you provide(gear purchase program,etc..)
How is your safety program run?(meetings,certs,traning,etc)

These kind of questions can spur a good discuss which will allow you to gain a better understanding of someones skills.
 
[ QUOTE ]
Also, use the voice recorder feature on your smartphone... or record the conversation somehow. You might hear something you originally missed that could sway things one way or another.

[/ QUOTE ]

X2. I do this too. I ALWAYS do it when dealing with a tough employee situation, or accident investigation. It helps me sleep on a conversation and then go back to see if my initial impression was correct.
 
I was once interviewed for a position. The owner took me to jobs he had and asked me what I would price it at. Never asked why or how it should be done. I think those would have been important questions.
 
[ QUOTE ]
What position where you interviewed for? Sales?

[/ QUOTE ]

That would have been part of the job as well as day to day production work.
 
You must log in or register to reply here.

New threads New posts

Back
Top Bottom