Is your interview technique all about having a bit of a chit chat or do you have a plan?
We‘ve put together a list of key interview questions to help you weed out the bad apples.
1. “Tell me about your ideal job?”
What you’re listening for: The balance between positive or negative points. This is an easy introductory question that gives the candidate a chance to open up. It can also give you a valuable insight into how positive this candidate’s attitude is towards work.
2. “Why do you think this position is for you?”
What you’re listening for: This will tell you what the candidate’s key motivators are. You can then check this against the reality. Unrealistic expectations soon result in low morale and a high crew turnover. Compare the candidate’s answers with the answers they gave to question one. This will help you decipher whether the candidate is driven to find a yacht that fits their requirements or simply going through the motions.
3. “What can you contribute to our team? Or Why should we hire you?”
What you’re listening for: This is where you find out what your candidate sees as their key strength. Consider how it will fit with the strengths of your current team. Listen for specific details or examples of previous positions. Knowing what the position/team needs will help you identify candidates with the appropriate strengths.
4. “What attributes are you looking for in an employer?”
What you’re listening for: Personality match. In order to find out if a candidate will survive/ flourish on your yacht, you’ll need to see whether they’ll get along with the person who’ll be managing them. Listen for specific attributes the candidate states as important or not important. A good clue as to whether or not the candidate is likely to be a positive fit for your yacht is hidden within the things they mention as good attributes. Be wary of candidates who list a bunch of things they hate about employers.
Note: Big complainers in interviews are bright red flags for recruiters.
5. What you’re listening for: This is another way to approach the classic “What’s your greatest weakness?” question without directly asking the candidate to reveal their flaws. By imagining they’re speaking from the perspective of a former captain, candidates will usually offer more honest feedback on their previous boss’s criticisms .