Interview

[MR PARTS]

Hi All, does anybody have a good interview procedure that they follow.

[texaslp]

Interviewing is a legal minefield if you haven't been properly trained. The best and safest way to interview is as follows:

Prepare a job description.
Determine what are the essential job functions.

Every question should then relate back to the job description and the essential functions.

Anything outside of that can veer into territory that could be discriminatory or violate rules of ADA.

[Gerry Laughlin]

True Story:
I once interviewed a gentleman for a position of parts driver. I really enjoyed speaking with the gentleman, and thought he might be an asset. There was a gap in his employment history that I really didn't notice. Turned the application over to the Service Director for a second interview. The Service Director made the following statement to him: "I must inform you it is our company policy to run a background check on all employees prior to employment, this may be done by an outside company". At that point he volunteered that he had been in prison for murder. Since that instance I inform all interviewees of our policy.
Gerry Laughlin

[texaslp]

We've had a few that were informed point blank of our drug test policy, said no problem, went for the test and failed.

We figure they misunderstood when we said drug test and thought it was going to be multiple choice which they knew they could pass.

Gerry, hopefully you've also changed your application to ask about felony convictions.

[slapenta]

MR PARTS

Send me your e-mail info and I will forward you a "POTENTIAL INTERVIEW QUESTIONS" guide document to use during your interview process.

Here are questions you might ask..And heres what you should listen/look for

It will also assist you with applying the 80/20 rule. Listen 80% of the time and ask questions 20% of the time.

Steve LaPenta

[KevinC]

Here is a question I started asking after a Dave Anderson seminar and it has worked for me. About mid way through the interview ask, "What would you say if I told you this interview wasn't going very well?". I know this sounds harsh, but I've found it lets you see how people react under pressure. Some people will start to studder, or get mad, or even cuss you, I don't want those people. Others will take it in stride, or even ask where they are lacking or where they can improve, they take the pressure well and those are the people I want.

[Lhansen]

MR PARTS

Don't overlook the training resources provided by your particular manufacturer. If you let me know what line(s) you are with, I might be able to direct you to some excellent training modules regarding what you can and can't ask. Also, your State Department of Labor usually has some general do's and don'ts listed on their website.
It can be a difficult task to make sure you aren't violating any of the rules out there.

Linda

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Linda Graham Hansen
Auto Dealer Focus
www.autodealerfocus.com

[MR PARTS]

That would be great thanks. GM is the manufacturer

[the hammer]

KEVINC,
OH YEA GOOD OLE DAVE AND FOUR CAR FRED AND THE THREE T'S TRAIN TRANSFER TERMINATE


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YOU DONT HAVE THE WRONG PART YOU HAVE THE WRONG CAR!!

[KevinC]

I think Fred got a promotion, last seminar I was at he was five car Fred. The other one if his that I like is "the best time to fire someone is before you hire them"