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It’s essential to consider your goal when going into an interview. Do you want to get to know the candidate better, or do you want to determine if they are a good fit for your open position? Ideally, you will accomplish both, but this may require a multiple interview approach. Developing a strategy and road map ahead of your interviews will set you up for success in selecting the best candidate for your open role.

There are two primary objectives to achieve during an interview:

1) Gather valuable information about each candidate. Who are they? What is their personality type? Do they have the background, skills, and abilities to perform the primary duties and tasks your position requires?

2) Clearly explain the position and your expectations so the candidate can determine if they are a good fit for the role. Remember, candidates for higher-level positions may have a myriad of options available. They will be selective in their search because they are looking for a long-term fit.

How do we accomplish these objectives? By crafting interview questions that give better insight into how the candidate’s personality, background, and abilities will fit into your open role. Robert Half suggests using four different types of job interview questions to help you dig deeper: closed-ended interview questions, open-ended interview questions, hypothetical interview questions, and outside-the-box interview questions. While each question type has its specific place and purpose, RSG finds open-ended interview questions to produce the best information. Open-ended questions allow you to learn more about the candidates. The information they produce often opens up more questions for you to ask.

We believe these five interview questions are an excellent cornerstone for any interview you plan to conduct. 

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What was it about this position that caught your eye and made you decide to apply?

This open-ended question allows you to quickly determine if the candidate actively read the job description or submitted resumes hoping something will stick. Ideally, they will tell you some specific aspects that appealed to them in the job description and why they felt it was the right fit for them.

Tell me about a typical day in your last related job?

RSG is a fan of open-ended questions because it forces candidates to provide more details beyond a yes or no response. Getting an idea of what they took on in their last role will help you assess their skillset and abilities. This question also opens up additional questions for you to ask based on the duties they describe. If they were responsible for overseeing other staff, you could ask about creating schedules or dealing with interpersonal conflict among the other staff members.

Can you give me an example of a time when you could anticipate the needs of your employer or property and accomplish a task without being asked to do so? 

Being of service is at the heart of Private Service. Identifying a need and acting without direction is a must for a true Private Service Professional. Most Private Service Professionals should have a keen eye for detail and quickly learn their employer’s likes and dislikes. If they struggle to think of an example, they may be better suited for a position that requires a lot of direction and supervision.  

What are the three most important things I should know about you?

This question gives candidates a chance to provide you with more insight into their personalities. Some candidates may ask for more clarification before answering – “Do you mean personally or in regards to a work setting” while others will dive right in. If you know certain traits will lead to a successful fit, this question can help bring them out.

What questions can I answer for you?

By asking this question, you show the candidate that you are interested in finding the right fit for both parties. It also starts creating a culture of open communication, which is vital for the long-term success of any relationship. Be honest in your answers. Trying to paint a rosy picture of the position doesn’t serve you or the candidate and only leads to a bad fit.

 

Not sure what else to ask? GTM.com has developed a list of 40+ interview questions to ask your next household employee which they provide at no charge. If you utilize our staffing services, we can help you develop a list of questions for your specific role. Please get in touch with us today to learn more.

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