CONDUCTING INTERVIEWS Interviews are an important part of the recruitment process, this is often the first step when one uncovers whether a candidate has the makings of a rock star employee. During the interview process, Gudelsky says it’ s important to build rapport with the candidate, use consistent behavioral interview questions and be prepared to share with the candidate why your spa or company is a great place to work.
“ At WTS, we begin each interview by ensuring that the candidate feels at ease and asking simple probing questions about their career. This helps the candidate feel relaxed and is more likely to open up and feel connected to the interviewer,”
Gudelsky says.
It’ s important to have standardized interview decks with behavioral interview questions in order to properly assess and measure whether a candidate is, in fact, a good fit.“ When we ask each question, we follow the S / TAR( Situation / Task, Actions, Results) Model and look for answers where the candidate can tell us about their past experiences,” he says.“ Finally, if we think the candidate is a good fit, it is time to explain why WTS is a great place to work. Typically, I would share success stories about internal growth as well as some details about exciting projects that WTS has planned for the upcoming year.”
( CONTINUED ON PAGE 44)
“ Use a team approach and include a current superstar in your interview process. Finally, articulate your brand vision and culture so if a candidate is not a fit, he or she can tell you.”
— Thor Holm General Manager, Osmosis Day Spa Sanctuary
Osmosis Day Spa Sanctuary looks for applicants with an innate passion to serve guests.
42 PULSE ■ June 2016