Page 71 - 100 - HR Management Manual

What to Look For:

1. MOST IMPORTANT: You are looking for: “Do you like talking to this person for 5 minutes?” If
not don’t hire them. They will have already been selected to have a certain minimum skill set so
don’t worry about the skills so much. Think if you (interviewer) were our client would you like
being helped by this persons (candidate)? If not, we probably should not hire them!
a. All of our employment ads state, “We are more concerned about YOU than you job
history and experience.” We say this because we mean it.
b. Interviewing is easy. We are looking for the attitude and tone level AND their
WILLINGNESS to do things OUR WAY. It is OUR GAME! They play by our rules or go
find another game. We do not accept people who think they have a better game.
Often times less experience is better!
c. If they are willing to sign a job description or position contract stating the required end
result of their work it shows self-responsibility. We will be happy to train them on how.
Then they go do it.
d. Every employee is welcome to offer written suggestions to improve our game. We will
always consider it.
2. SECOND MOST IMPORTANT: Determine if their individual values match up with our core
values. We need to put them into individual scenarios to see what THEY would do, not the
corporate response. If they tell you a canned response or a corporate response call that out!
Tell them and ask the applicant what they would do without a policy. What would be the best
choice?
i. Look for is the applicants ACHIEVEMENTS. A person that is able to achieve
results will have something they are proud of in their life. It could be
professional, personal, or both. If they explain how long they worked
somewhere or how many hours a week they worked these are NOT
achievements. Keep asking for something(s) they have achieved that they are –
round of. It could be their kids, sports accomplishments, diplomas, degrees, etc.
If they are uncomfortable with this question or cannot answer it, they are not
who we are looking for.
3. THIRD MOST IMPORTANT: What do they know about US? Have they done any research about
US? If they know nothing about LVH they are likely not enthusiastic or are simply looking for a
paycheck. They may also be simply trying to find a job because they cannot find or keep a job.

Page | 69
Copyright © 2018 Julius IP, LLC. All Rights reserved. No part of this book may be reproduced by any
means, nor transmitted, nor translated into machine language without written permission.