Recently, an eye doctor brought me in to help with hiring. First, I source gathered about 100 resumes. After weeding them out, I called 15 of them. I then set up 10 interviews. The goal was that out of those 10, I would recommend 2 for the doctor to interview, and out of that pool, he would have his candidate.
In the interviews, I was reminded of the challenge of learning about potential employees while staying within legal bounds. For example, you can’t ask questions about their personal lives, how many children they have, if they are married, what kind of transportation that have, and on and on.
So, the big question is, “How can you legally learn the most about your potential employees?” I have two sure-fire questions.
The first is, “If you had a Saturday to yourself, to do whatever you wanted to do, what would you do?”
This is a super question because people typically have to stop and think. They will tell you what they normally do on a Saturday, they will tell you why they can’t do what they want to do, and they will tell you a lot about their choices of recreation. Additionally, you are allowed to ask follow up questions to anything that they mention on their own, or you can at least say something like, “Oh, you mentioned your children, can I ask you about them?” You learn a lot.
The second question is also a personal favorite. I ask, “Are you a big reader?”
You learn so much about employees from this question. First of all, you learn if they like to read. My opinion is that readers make the best employees because they engage their brain and want to learn. Also, when a potential employee says they do like to read, then ask what the last book was they read or ask them what kinds of things they like to read. Both answers tell you a lot about their personalities.
Take these two questions into your next interview and learn a ton about a potential hire. It might just make the difference between hiring someone that lasts 10 days versus someone who lasts10 years.
If you would like further help in hiring, ProSight Success has two resources for you. The first is our book “Resourcing Human Resources” which goes in depth to the hiring process and how you can improve it. You can find it here.
Also, you can bring me in for a similar process as what you read at the beginning of this article. If this is something you are interested in, please email me at email@example.com or call me at 919-412-1816.
Gordon Duncan is the CEO/Consultant of ProSight Success. He has worked in the eye care industry for nearly 20 years. He has consulted in the medical field, manufacturing, accounting, and many other disciplines. You can contact him at firstname.lastname@example.org
ProSight offers a host of resources for the optometric and small business field. You can find front desk training at our Front Desk Academy. Additional resources can be found below:
Digital ProSight Success System
Paperback ProSight Success System
And our best value: the ProSight Success Workbook that includes a digital copy and a free hour of consulting.
Gordon Duncan is an award-winning educator, salesman, teacher, manager, and writer. He has taught in the public school system, lobbied for school's accreditation, managed eye clinics, led sales' teams, and also publishes books on theology, church, and culture.