6 Best Practices for Interviewing Job Candidates
When I first opened my studio over 20 years ago, I had a big learning curve when it came to all things human resources-related—interviewing, hiring, firing, payroll, benefits, and everything in between!
One of the biggest lessons I learned right away is that hiring great people for my team was a lot of WORK, especially when it came time for interviews. It was not always easy to discern who would really be a good fit for the team and it took way more preparation than I thought! But just like with dance, practice makes progress, and I’ve made a LOT of progress.
I’ve also discovered that I really enjoy providing meaningful career opportunities for others. Watching people flourish in their roles at the studio is one of the most fulfilling aspects of running a business! And it all starts with getting the right people on board in the first place, which means making sure the systems behind the interview process are in top-notch shape. With that in mind, I created this list of 6 Best Practices for Interviewing Job Candidates, and I hope it will serve your studio as well as it has mine!
Implementing these ideas has had a profound effect on my hiring choices and continues to inform my decision-making when it comes to bringing new people to our team. Keep reading to see my 6 Best Practices for Interviewing Job Candidates.
Here are my 6 Best Practices for Interviewing Job Candidates:
Looking for more tips for hiring an excellent staff? Check out the following articles:
- I Need Help! (Part One) – Hiring Additional Studio Staff
- Dance Teacher Evaluations and Replacing a Dance Teacher: Part 3 of the Dance Staff Management Guide
- 4 Tips for Hiring a Dance Studio Manager
The “Expert Advice from Misty Lown” series is brought to you by More Than Just Great Dancing™ and TutuTix.