Topic: Smart business moves that make the most of your skills and time to translate that into greater profits and … free time! 

During this edition of CareyBrosPros, you’ll find out about: 

  • The most important attribute of the employees you hire.
  • How to handle a drop in business. 
  • What “zoning laws” can teach you about successful business practices. 

Guest: Dominic Rubino – Podcast Host and Business Coach with CabinetMakerProfitSystem.com 

Website: www.CabinetMakerProfitSystem.com
Company phone number – (604) 837-8361

3 Points for Success – from Dominic Rubino: 

  • Look for your blind spots- and fix one little thing in the company each week.
  • As a business owner you get paid from the neck up. Think about the world differently… are you a business owner who happens to run cabinet shop, or cabinetmaker who runs a business? (read that one a few times, slowly)
  • Look for simple systems… put them in place…. and follow them!

How to Hire for Attitude. Including 2 Interview Scripts!

In order to hire for attitude it is important to follow a system so that we can 

  • Use our time wisely and
  • Dig into the candidates attitude before we hire them

Remember the Carnegie triangle when bringing new people onto the team.

  • Knowledge- makes up 7.5% of success
  • Skills – makes up 7.5% of success
  • Attitude – makes up 85% of success

Use a 2- step process to Interview for Attitude.

Step 1- Phone Prequalification

Ideally this is a person different than the main interviewer. Ask your trusted admin to do this step for you.

Call the candidate to do a quick, unscheduled phone interview.

If that’s not possible set a phone interview time with them as soon as possible.

Step 1 Interviewers script.

Trusted Admin- please print a copy of their resume and keep it in front of you for notes

  1. “Are you okay to talk for a few minutes now about the (name of position) here at (YourCo)?”
  2. “Are you at work now?  Are you able to talk?”
    1. Listen to how they answer and what they say.  Are they disrespectful to their current employer? If so make a note on their application.
  3. Now confirm contact details with the candidate.
    1. Name/ Address/ phone number/ email.
  4. Say:  “Before we invite you in for an interview I’d like to ask you a few quick questions. “
  5. “Why are you looking for a new position?”
  6. “How did you find out about us?”
    1. Write down their answer to this question
  7. “Do you know anyone else at our shop?”
    1. Write down their answer to this question
  8. “What are you making your current position?”
    1. We need to know this to see if their wage lines up with our pay rate.
  9. “If we invite you for an interview how will youget here?”
    1. Write down their answer to this question
  10. Areyou available for interview from 9 to 5 Monday to Friday?”
    1. Write down their answer to this question
  11. Whydid you apply for thisposition?”
  12. Whyare you leaving OTHERCo?”
    1. Write down their answer to this question
  13. Arewe able to do a Police background check on you?
  14. Doyou have a valid drivers license? Any DUI’s?
  15. Isthere anything preventing you from driving your car to and from work?
  16. Howmuch advance notice do you need before you can come in for interview?

To close the interview let them know that you have a lot of resumes coming in and you are creating a shortlist for the company.  Get a number to text or call them at.

Step 2 -The face to face interview

Here are some suggested interview questions that should open the conversation around the candidates attitude.

For more information on hiring for attitude, read this article on Monster.com

Ask questions 1, 2 and 3, then Choose a minimum of 5 of these.

Make note of how they answer just as much as what they say

  1. “Thanks for coming in. “Why are you looking for a new position?”
    1. Look at your notes from Step 1.
    1. Listen for their answer
  2. “How would you describe where you work now?”
    1. Listen carefully to their answer
    1. What is their attitude like? If they’re talking smack about their current job, how will they talk about you?
  3. Next, ask them a few technical questions about the job they’re applyingfor. àNow choose 5 of theseà
  4. “Tell me about a time when it was necessary to admit to others that youhad made a mistake. How did you handle that?”
  5. “Tell me about a situation when you had to go aboveand beyond your call of duty in order to get a job done?”
  6. “Tell me about your ideal position – your ‘dream job.’What is important to you in your next role?”
  7. Tell me about your personal life.  Are you involved in sports or music oranything outside of work?
    1. Look for positions of leadership,  and excellence in what they do outside ofwork.
    1. Do you want to hiresomeone who goes home and plays video games all night, or someone who’s workingon their 3rd degree black belt?
  • “Can you describe a past situation at work where you learned the most?”
  • “Can you tell me about a time when you were faced with a major obstacle (work or otherwise) and how you overcame it?”
  • “How would you describe the perfect work environment for you?”
  • “Drawing on your work experience, can you give me an example of a time when you wanted to give up, and chose not to?”
  • “How do you react when asked to do something beyond what you know?”
  • “Tell me about a time somebody trusted you and you let them down.”
  • “Tell me about a time that you caused an issue with your team and how you managed it? “
  • Have you had any differences with your previous managers? If so, how did you handle them?
  • “Have you ever felt that your skills were being overlooked? What did you do to improve the situation?”

Going with your gut

“Winners brighten a room by entering and whiners brighten a room by leaving.”

Pay attention to how they carry themselves, and how they act and react to everyone around them.

Did they arrive just-on-time, early, or late for the interview?

Did they cut you off in conversation during the interview?

How did they treat the rest of your staff?

How much notice did they say they needed to give their current employer? Why?

            Often, giving too little notice is a sign of disrespect

About five minutes before the end of the actual interview, start to wrap up and let them know the interview is over. (but keep talking)

  • Make small talk. Your goal is to see them reach outside of an interview situation
    • Ask them what the job market is like and what kind of positions they’re seeing out there
    • How many interviews have they been on?
    • See where the conversations lead – you will be absolutely amazed at what people say at this point in the “interview”

About The Author James Carey

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