Your Name
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Why would we say that recruiting the single most important job in the company?
What is the difference between an A Player and a B Player?
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What is the real-world cost of a bad hiring decision for you, and for the company?
Describe our ideal candidate.
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Why do their looks matter?
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Why does their energy matter?
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Why does their intelligence matter?
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Why does their conversational skills matter?
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Why does an unbury lifestyle matter?
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Why does it matter that they are mostly unoffendable?
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Write out the gist of our recruiting funnel.
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What part of our funnel is sales vs looking for reasons to cut people from the list?
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What kinds of things would we see on their application or social media that might get them cut from the list?
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What are there things that we CANNOT ask them legally?
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If you still like them by the end of the screening call, what specific things are you telling them about us in the "pitch" that helps them buy-into our mission and want to get behind it and push with us (instead of staying in the employee mindset)?
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What are you looking for on the ride day that would KEEP them on the list?
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What are you looking for on the Ride Day to get them CUT from the list?
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What do you do if the trainer's schedules are still backing up, but you can't find any A Players?
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What is the point of the 2nd interview if we already know that we like them?
If we want to hire them, what needs to be done to get them started with us on the documentation side that ONLY the hiring manager will do?
