The Hiring Process Manual is an instructional PDF document. Interview Process Guide – is a 45 page instructional PDF document with detailed interview questions to assess candidate competencies.
The product comes with 15 forms – job descriptions and interview assessment questions. The forms are customizable Microsoft Word® documents.
All PM Made Easy products come with Product Instructions. It is important to read the Product Instructions designed to save hours of time and frustration before you start editing your documents.
Common Challenges in Hiring
Fear is the biggest hurdle facing those that need to hire staff. What if I make a mistake? I know I need someone, but I don’t have the time to train them. I have trust/control issues. No one can do it better than me. Can I afford a quality candidate? How much do I pay them? Hiring is all about overcoming your limiting beliefs and having a plan. The clearer you are about what you need, the better your chances of finding the ideal candidate for the job.
Attracting the Correct Candidate
Property managers who have gone through the hiring process before will surely relate to how the wrong candidates make you backtrack and reconsider your decision to hire new employees in the first place. Do you really have the time and energy to turn into a property manager cum trainer for all new, inexperienced employees? As mentioned above you must be extremely clear about who you are going to hire, and you need to have a detailed job description. Saying, “I will know the right candidate when I see them” is a recipe for disaster. It never ends well.
Why is the Job Description Important?
The job description is the first step in the hiring process. It helps you, the business owner/property manager, get clear about who you need to hire and who will do what for the company. The job description when done right will attract the correct candidate and it will eliminate those that aren’t a fit.
The job description will allow for you to compare candidates objectively against your requirements and their skills and experience. The job description is the map for the future growth of your company. If you don’t have a clear job description you will miss the mark and get all kinds of applicants. You want to narrow your focus to speak to who you want. A good job description also conveys what type of company you are, your culture, your vision for the future and your values. Hint: the right candidate usually has the same values and wants to work with like-minded people.
Develop the Right Hiring Process
The second rule to follow while hiring is to make sure that you develop and implement a hiring process.
The procedure you implement should include reference and background checks. Don’t let these details slip by, as they are integral to the hiring process. Just as you would screen a prospective tenant for a rental unit follow the same due diligence when hiring for your team.
Check prior employment and references with open-ended questions to determine whether they would fit in your organization or not. Free assessments such as DISC are a quick way to see if the candidate has the characteristics to perform the required tasks. Look at their social media and when posting the position on the internet it is always a good idea to ask the potential candidates to do 2 or 3 things. This tests if they can follow directions and if they actually read the posting versus just hitting reply and sending their resume.
Interview Process Guide
Interview Process – Phone Interview
The Best Practices Tips for Phone Interview to help make the interview process comfortable for both the interviewer and candidate and for the purposes of consistency and proper execution to ensure the hiring of the best candidates.
||Call the candidate at the scheduled time of interview.
- Just in case the candidate doesn’t answer at the appointed time, don’t worry as it just means they weren’t all that interested to begin with.
||Once you reach the candidate, don’t begin interviewing them right away.
||Introduce yourself and the company.
||During the phone interview, be polite and professional on the phone.
||Remind them what position they applied for and request to schedule a phone interview with them preferably within the next 24 hours.
||Make a note of and write down the name of the company where the employee is working.
- Remember that this Phone Interview is for most recent job only.
||Ask candidate what the dates of employment were along with starting and ending pay.
||Ask how the candidate’s manager in that role would rate their performance and why they left.
||Ask the candidate to describe their biggest responsibilities and accountabilities.
||Next, ask them to describe their biggest accomplishments and successes.
||Next, ask them to describe the mistakes they made and ask them to discuss what they would have done differently.
||Finally, have them list what they think their manager would list as their strengths and weaknesses.
||Candidates with the most relevant background who have shown career progression should be at the top of the list.
||Treat the phone interview like you’re talking to a customer (could become a potential customer down the road).
||Be polite and professional on the phone, the interview should be professional and inviting.
||Phone Interview should be relatively brief and serves to gauge candidate interest in the job and to get a basic idea of whether or not they are a potentially good candidate.