Topic: For interviews, are there specific things you look for - something that really stands out?

Can we chat about interviews??
Are there specific things you look for - something that really stands out - to know that you’ve found the best person??
Are there certain things - red flags - that you just can’t look past???

Appearance. Attitude. Punctual. I know within 5 minutes if I want somebody.

Absolutely! I have interviewed so much this year. I had a huge want list in the beginning like industry experience and hvac certs now I’m just looking for someone who is positive clean and on time. I can train skill.

I’m looking for core values like: integrity, team player, professionalism, dedication, etc. You can’t teach core values and without them experience and talent are worthless. Plus, with those values usually comes the drive and desire to learn which enables us to train and teach.

It’s all about “fit”, which includes personality, attitude, desire to learn and grow.

So do introduce interviews to your entire team? Only ones interviewing for certain positions? Only certain team members?

It depends. I don’t think it’s necessary to have every team member interview for a couple to determine good fit.

For me, it begins with the resume. If they have multiple jobs that last only a few months each, I toss it to the side. The in person interview is a feeling. I ask them to tell me a little about themselves, outside of their resume. That’s where their passion is found. What their professional peak and pit has been. I want them to feel comfortable in my presence. So, the “sell me this pen” doesn’t happen.

I had to sell someone a pen once... most painful interview ever!!! I agree though... resume says a lot! How well put together it is, longevity with each company, do they appear to grow with each new place...

I’ve found job hoppers are a waste of time to train. Intimidation (selling pen) is a horrible interview technique. If position is for an on-site/leasing, then a mock unit tour would be good.

Hiring managers should also ask for references

I feel as though references are a joke. Who really is going to give somebody who’s gonna say something negative?? Lol.... Then I thought about it and remember my mom using her manager who fired her, so Idk lol.

I get it perhaps a letter of recommendation? Back in the day, it was encouraged for jobseekers to provide letter of recommendations with their applications to stand out more. Which I have done in the past with a cover letter and a follow-up thank you letter after the interview. In addition to, to filter future employees, the interview process should be more extensive. Onboarding should be a long process and training should also follow as top priority.

I introduce the people I am interviewing to whoever on my team happens to be in the office. I like to hear my teams first impressions, this is someone that’s going to be part of our every day family. I also look at Facebook, if I can pull you up and see questionable things, our residents can too.

I barely look at resumes. They only tell me where they have been. A resume doesn’t tell me where they are going. You see! There’s an evolution factor. People learn, grown, and change.
Someone could’ve attended to seminars, read books, listen to Podcasts, hired a coach or a mentor. Things that you don’t put on a resume.
It is hard to describe a person based on appearance, let alone to figure someone out in a 45 mins to an hour interview.
I have interviewed over 1,000 prospects in the last three years and I cannot seem to find a pattern when it comes to describe the great employees I do have today!
Some have shown up in their worst clothes, tons of jobs on their resumes, some have brought their kids, but I gave them the chance and boy I am glad I did. They are the most amazing employees I have today!
Meanwhile I have interviewed people that have done very well, showed up on time with hell of resumes and turned out to be the bad ones.
So for us, we look at performance in their first 90 days and it seems to work Well to find great matches and team members for our organization.

Love that view point
the culture is such a big part of things if people don't vibe properly doesn't matter what skills they have they're not going to be a good fit

Exactly! But how can you make the best judgment of someone! Too many factors to consider in such of short time. Right!
Would you hire a property manager that brought their kid to the job interview?
What about a Maintanance tech that showed up with dirty clothes to meet with you?
What about three previous jobs back to back that didn’t fit their goals due to employers misled them in the interview?

The maintenance Tech in dirty clothes is expected and probably far more skilled then the one who looks nice.
For the single mon I'm all for supporting people who are willing to put in the effort no matter the circumstances. The last one fits me as companies would promise the moon and under deliver. Many Companies would do highly unethical things, have no vision beyond profit, and treat their employees as objects not people. To simplify and scale your evaluation I recommended reading Simon Sinek's book Find Your Why. The book will help you put into words the feeling/ knowing they are a right fit.

I lived that image...was interviewed while sitting in a very broken office desk chair. I looked at hiring mgr and said sorry, this chair has to go.
He smiled and said he waited two days for anyone to ditch the chair.
I declined his offer.

Do they believe what you believe. Think of your companies why and find people who align with that because you can always teach them any skill. You can't build their belief system

I am always disappointed when the applicant describes the successes in their career using the term “I” instead of “We”. It makes me question whether they can be a team player and that’s big for me. If you aren’t a team player, you don’t possess the kind of character that I search for.

You can train duties but you cannot teach enthusiasm or articulation. It is less about what they have on paper and more about the story they tell.