Recently in our Contractor Sales Academy private Facebook Group, one of our members asked for a list of interview questions that we all felt were effective in finding new talent. As expected, many weighed in with some good questions to equip him for his next interview, but I shared a different approach I recently took when hiring for my new painting company.
Anyone Can BS Their Way Through a List of Interview Questions
That’s right . We all can make ourselves sound really good and talk a great game. There are numerous resources online to help people prepare for the questions they will get in a job interview. Having a list is a good start when you’re getting ready to find a new employee. Here are a few interview questions I asked and a few from our group:
I also asked:
- What is it about this position that is attractive to you?
- What do you think it will take to be successful in this role?
- Describe your ideal work environment…
- Share the top 3-4 things you believe you do best…
- What are your ‘non-negotiables’ when it comes to a career? For example, some people will never travel. Some can’t ever work certain days or times of day.
- What quality do you feel is the most important one a sales & marketing person can have?
- What are you terrible at?
- How should your performance be measured?
But, I did not hijack my new hire with these questions. I sent them a few days prior to our in-person meeting to give her some time to think through them.
Why did I do that you ask?
Make Your Interview Into a Skills Test
I was hiring for someone to be my right-hand person in my business. I am not working IN this business. I needed someone who could do certain things on their own in order to be successful. Much of this role is thinking and planning…and, then executing.
I gave homework prior to the interview. Check it out below.
This position requires prospecting and building new relationships. It requires someone who is good with Social Media and technology. Someone who could build strong relationships.
The homework would show me if they were the winner they sounded like on the phone when we first spoke. In my case, she showed up and had done the work and blew my mind with her take on our industry and how she would spend her first 6 months.
As contractors who are hiring Foremen…how about some homework like this?
- Send them an actual project scope and budget. Have them pre-plan it and share with you how they would approach it in order to make it a win.
As contractors looking for labor-type people…how about a skills test instead of a sit-down interview at first? Can they handle a heavy wheel barrow? Roll out a wall? Hang a door?
Don’t be afraid to ask them to put a little skin in the game.
Bring It Home With a DISC Profile
In order to understand how my new hire is motivated and naturally wired, I called my friend Art Snarzyk at InnerView Advisors. He sent her a link to a short survey and she knocked it out in about 30 minutes.
This did 2 things for me:
- Confirmed what I already thought I knew about her personality.
- Gave me insight into how to best set her up for success.
Here’s a snapshot of some of what she brings to the table….all of which are crucial for the role I need filled.
When you find that person that you think is a winner, make the investment to learn more about them and how to best set them up to excel in your contracting business.
My hope is that you can take a few things away from this that will help you hire the best people for your contracting business. If I had to point to one thing that has helped me be successful in this over the years, it’s been this:
I am picky.
Don’t be too impatient to allow just anyone on your team. Be clear with what you want, hire them and then give them everything they need to succeed.
If you’re ready to kick your contracting business in the tail and are considering business coaching feel free to click the red button below.
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