By Tamara Lipori, Scrapbookempress@aol.com 
Copyright © 2003 Tamara Lipori  

My absolute preference is to do group interviews. Yes, really! I will have several applicants and as many employees as would like to participate all together. The prospects are asked to bring their scrapbook again. At the interview I gather their applications and pass out the Position Outline and make a seating chart so I can call them by name and make appropriate notes.

All of my staff that is participating reviews their books and applications. This is done informally as the interview actually begins. I start out by thanking them for coming, and giving about a 60 second synopsis of my philosophy on staff. It goes something like this:

"First of all, I want to thank each of you for being here this evening, and for your interest in being a part of our team. We are looking for a part-time person who can work weekdays 9-2 and every other Wednesday 6-9, as well as occasional other days and hours. We are looking for the person that will fit well with our team, and for whom this position really works.

"Starting pay is 7.50 an hour and discount on all supplies of 30 percent. Classes are free except for materials fees, and we strongly encourage you to take lots of classes. Not only do you benefit, but you become more valuable to us as your knowledge and skills improve. I'd like to have my staff introduce themselves and let you know how long they have been with us and a little about how working at the shop is for them."

The staff (all of whom are wearing nametags) gives this info and then the staff starts asking them questions, they start asking questions and it all just flows. I sit back at this point and observe and make notes. I'm noticing who is jumping in, who is not, who smiles, their grammar, etc. I also keep a close eye on the clock, and keep the entire process to 30-40 minutes tops. About 5 minutes before it's over, I ask if anyone has any last minute questions. Then I thank them for their time and tell them that I'd like them to think about the position overnight and call the next day with any other questions and also whether or not they are still interested in the position.

Now sometimes the person you were really liking in the interview doesn't call back and you are tempted to call them. This WBS! If they aren't interested enough to call back, they aren't going to have what you need to make your store successful.

You may be asking yourself, why the group interview? I want to see how the candidates react in a new and different situation (the group process). I also want my team to be part of choosing the new person - they have to train her, work with her, rely on her to make their bonuses, they should get to be involved in the process.

I now wait 3 days after they have called back and then schedule them for a final interview. I wait the 3 days because I want to build value into the position; in other words, I want them to want it and to know that we carefully consider before we hire, therefore they are special.

At the final interview, which is one on one with me, we talk about specifics, and I stress that this is a retail shop which means that everything that happens is driven by sales, including the rent and their paycheck. I want them to be clear that while a scrapbook shop is a fun place to be, it¹s still all about the sales. At the end of this interview I again ask them to call the next day and let me know if they are still interested.

When they call, if I am going to hire them, I tell them so and we set up their training dates on the phone. If I'm not going to hire them (they usually don't make it this far) I thank them and tell them we will let them know about our decision. Then I send them a thank you note and wish them luck in their job search.

And finally, now is when you put that position outline and training plan into effect. You've made the best hire you could, and now it's time to train them just as well!

DO conduct all 3 interviews
DO use the group interview (even if the entire group is your team and one applicant)
DON'T give in to pressure to just get it over with
DO go for the best you can get - you and your shop deserve it
DO be just as diligent in your training as you were in your hiring

Good luck!

Copyright © 2003 Tamara Lipori  
 

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