When we interview carpenters, we ask them to rate themselves on the skills and tasks that we will have them perform. For example, we would ask a candidate to rate themselves in experience and comfort with some of the following:
We have found that structuring our interview in this manner keeps us consistent in the process and facilitates a conversation with the candidate to get an idea of what scenarios they have been in and which capabilities fall within their areas of greatest competency. Most professionals have strengths and weaknesses, so we want to discuss those so we know where this person can immediately step in to help our team and what skills we can help them to develop.
Help Your Team Members Grow Their Skillsets
Growth is a two-way street, we can help them grow by pairing them with team members who can expand their skillsets and our team will grow by having them bolster our workforce. With as much emphasis as business persons place on recruitment and hiring, it is important for intentional restorers to understand the value of employee development and retention of talent.
Jon Isaacson, The Intentional Restorer, is a 19 year veteran of the property restoration industry and a business coach through his organization The DYOJO.