SA Group Interviews [for LSAs]

Hiring for your studio is an exciting time. Each applicant is hopeful and we are too!

By the time you reach this point in the interview stage you should have already;

1. Screened applicants inside each CareerPlug profile-

   1. added a smiley face indicating how good a fit they are

   2. added comments about what you like/dislike

   3. recommend if you'd like them to move forward or not

   4. LSA participation in this part of the process is optional, but welcome. We want you to understand the applicant pool and give your input if time allows.

   5. do NOT make changes that advance them through the hiring process (the green checkmarks in circles on the left). Just give your feedback and coordinate with your Regional Manager.

2. The RM will weed people out, ask qualifying questions and send the questionnaire link to those we feel qualify.

3. Based on responses, RM will do a quick phone or zoom interview, or schedule one for the LSA and add it to the Club Ready schedule. LSAs can access CareerPlug to see resumes and notes on the candidates booked to interview with them.

4. If someone progresses through the preliminary interview, they are invited into the studio to meet with LSA in person, get a feel for our business, and also so other staff can give opinions to the LSA on if they feel the candidate would be successful and mesh well with the team.

5. Whether interviewing by phone, video or in person, be prepared by reviewing their resume and/or their questionnaire responses, having questions to ask, a knowledge of what shifts you need to be covered, and a way to take notes (ideally straight into the CareerPlug (CP) comment section of the applicants profile).

6. Keep interviews brief, consice and focused to honor both your time and the candidate's time- you have LOTS to do in your studio! 1/1 interviews should be around 15-20 minutes, group should be 45-60 minutes, and candidates should know to expect a group interview.

7. Types of interviews are;

SP Solo Interview 1/1

SA Solo Interview 1/1

SP Group Interview

SA Group Interview

Why Group Interviews?

• They make the most of your time as an interviewer

• Get through a lot of candidates quickly

• They allow no-show candidates to disrupt your day less

• You are able to observe how they interact with others

  • confident? outgoing? friendly? competitive? supportive? listener?

• You can compare candidates side by side as you choose

• There is potential for a second staff member or RM to help with the interview and compare their notes with yours afterward

THE INTERVIEW PROCESS

1. Have someone or yourself welcome each one as they arrive in studio, direct them where to wait, make a few introductions to break the ice... or just watch and see if they talk to each other!

2. Occupy yourself for a few minutes. Let them know you'll start soon and discretely observe how they interact with each other while you look busy. Add comments to your notes.

3. Arrange a circle of chairs/stools/empty stretch tables so everyone can gather in a circle together. Try to go to a far end of the studio to disrupt stretching clients the least possible.

4. If two staff members are interviewing together (recommended), decide who will be in charge of leading the interview process.

5. Once the group is invited back to the interview area, make a diagram or a list so you can jot their names down and keep the notes with the correct candidate. Alternatively, you can use sticker nametags if you have them.

6. Officially start the interview;

   1. Welcome them

   2. Thank them for applying and attending the interview

   3. Introduce yourself

      1. Introduce interviewer #1- where college, fun fact (2 facts for them to remember for later)

   4. Introduce any other staff member interviewing with you (if applicable)

      1. Introduce interviewer #2 - hobby, where from (2 facts for them to remember for later)

7. Give a 1-2 minute overview of Stretch Zone

8. Ask them to go around the circle and introduce themselves

   1. -name

      -biz fact

      -personal fact

9. Review the Sales Associate position details - invite questions

10. Choose from the following questions and ask different questions to different candidates, especially things you may want to dig deeper on. OR you can have all candidates answer the same question (just be aware of not going too long). We are watching for how they answer, where they hesitate or lead, as well as what they say...

    
    

Stretch Zone INTERVIEW QUESTIONS: INTERVIEWING BEST PRACTICES

1. Tell me about a time you had 

2. How would your best friend/previous leader describe you?

3. How do you handle rejection?

4. What do you do when you get stressed?

5. Tell me about a time you had to handle a difficult customer? 

Additional questions:

• Are you competitive?

• How to handle objection: Spouse? Think about it...

• Why are you fun to have on the team?

• Why excited to be part of Stretch Zone?

• Talk about a time you persuaded someone to your point of view-

• Do a "humble brag" - what are you most proud of from your past sales numbers?

  
  

HAVE FUN! We love the work we do, and we have fun. Invite them to a fun rock paper scissors tournament between candidates. As they play, likely nervousness about the interview will disaapear, they will let their guard down, and you'll learn a lot very quickly about personalities!

• pair them up to battle

• let winners play winners until on champion

• keep making interview notes!

For Sales Associates

• are they stressed or having fun?

• playful or mean with their competition?

• do they care about getting the goal / winning?

• are they positive and supportive if they fall out?

• is their language clean under stress?

• are they extroverted / enthusiastic / energetic??

• can they rally those around them and build excitement?

WRAP UP

1. Celebrate your tournament winner

2. Thank them for coming

3. Let them know you'll be in touch about next steps if they are selected to move forward (as a courtesy you may want to also send a quick note to the ones that are not selected letting them know that another candidate has been selected so they aren't left wondering about their chances or calling you to ask).

4. Let them know clearly when they are dismissed.

5. Watch - does anyone go the extra mile and help reset the chairs, clean up? Make a note of it!

6. Compare notes together with the other interviewer, you'll most likely agree on the majority. Copy brief notes into the applicants' CP profile

7. Communicate with your RM on who you would like to move forward in the hiring process