building your a team part 4: information seminars & flash interviews
TRANSCRIPT
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BUILDING YOUR
TEAMA+
http://nextlevelup.com.au/
Part 4:Information Seminars
&Flash Interviews
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I promised to share with you the most fantastic interview
process that is not the stock standard way of conducting
new employee interviews. Believe me, it works brilliantly.
It will save you
tons of time and
will deliver the
best results. If you
follow the steps
exactly, you will be
so excited, you will
never do it the old
way again.
This system may take you out of
your comfort zone. But hey! That’s
the way we all grow – by doing
something outside our comfort
zone. And, as I promised, do this
once and you will want to do it this
way every time in the future.
And there is absolutely nothing
stopping you continuing to
conduct these interviews the
traditional way. For some of
you and for some positions,
that will always be the way. I’m
not trying to talk you out of that.
Come in, WE’RE
HIRING
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The process I want to tell youabout is variously known as a
recruiting or hiring oremployment or staffing
seminar – or you could call itan information seminar orsession or event, and theshort interview is usuallyreferred to as a short or a
flash interview.
For the purposes of this topic, I’ll use the terms
Information Seminar and Flash Interview – and I do usesome of the other names I’ve mentioned – depending on
the circumstances – but I don’t want to confuse you so I’ll
stick with Information Seminar and Flash Interviews.
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An information or recruiting seminar, or event is a gathering hosted
by the employer for prospective employees or applicants to learn
more about the position, what it entails, and about the business.
These can be either OPEN events or byinvitation. An open event might beconducted by a large company wherethey advertise the seminar and peopleturn up. A small business is more likelyto conduct an invitation event, whichmeans you choose who you invite.The information event can also be for anumber of positions, not just one.
SO WHAT ARE THEY?
I had a client who was opening a brand new retail shop in a regionalcentre. He advertised all the positions and then conducted a recruitingseminar. He had about 30 replies to the advertisement, which was a lot fora country centre. They were all invited to attend to hear what the businesswas about and what the positions entailed. He had 23 turn up. So no timewas wasted on those noshows. In just over one and a half hours he knewhe had a store manager, and two full time and two parttime staff of thecalibre he wanted. Just imagine the time if he had set up interviews for all30 applicants individually?!
Have I sparked your interest? Join me for Part Five when I will cover theentire process. You don’t want to miss it!
Until next time...