Well, we've started running ads looking for some help. The details on what I'm looking for are here.
Until this morning I was becoming a bit disheartened. The only responses since Thursday are from two people I let go a few years ago.
This morning I got an e-mail and a call from two more people. The first one can hit the ground running, I think. The other is completely new to me. The boss is setting them up for job interviews later this week for the position of Graphic Artist.
I've interviewed people before but later it seems like there is a question or two I wished I had asked.
What questions would you ask and what would you be looking for in the individual if you were looking to hire? When you look the person's work history, resume and portfolio, what would you be looking for. What would be a red flag to you?
Posted by David Wright (Member # 111) on :
Well I have the drivers license.
Posted by Bob Rochon (Member # 30) on :
Do you text? lol
ALL cell phones must checked at the door Posted by stein Saether (Member # 430) on :
Had several.One was a housepainter who worked fast but with no feeling for the delicasy needed for this kind of work, one was an artist with no understanding of the consept of effectivness, and one had a university degree in fine art and with 5 years practize as a houspainter, she earned me money!I paid her well over her housepainter wage and it paid off really well.
Posted by Michael Clanton (Member # 2419) on :
"will your artistic ego allow you to learn new techniques and processes (the way things work at our shop) or are you narrow minded enough that you feel you must reinvent the wheel for every project?" (which causes the company money and valuable time and resources)
"are you opposed to sweeping the floor and starting from the ground up, to learn all of the necessary skills to be a successful employee?
"do you learn skills correctly and can problem solve so someone doesn't have to hold your hand on every project?"
Posted by Alicia B. Jennings (Member # 1272) on :
Along with the regular questions, I'd be checking out "The person". Smoker, dirty car, unkept hair or clothing, meth mouth, needle tracks, affliations with unsavory groups. Because,,this person will also be a representative of my company. I don't want to show up at a job site with Mr.Stinky, weirdo guy.
Posted by Russ McMullin (Member # 5617) on :
I think the texting concern is valid. There was a kid working at my last job and he didn't get much done for all the texting he was doing.
Coming from the point of view of an employee, I like it when employers tell me what they need, and what they expect in frank and honest language. If they expect loyalty from me as an employee, I expect them to treat me like valuable member of the team. If there are problems or concerns, I expect them to address me in a professional manner.
Michael, words like "narrow minded" and "hold your hand" would have me on the defensive and soon heading for the door. I have a strong work ethic and I don't like someone talking down to me and treating me like second-class citizen before they even know what I am capable of. I think you can say the same things without the condescending language:
"We have developed certain methods over the years that work really well for us. We want our employees to follow these methods so we will train you in our way of doing things. Is that something you are willing to do?"
"We are a small shop so we all share a part in keeping the shop clean. Would you be willing to sweep floors and clean up, in addition to your normal duties?"
"It will take some time to get you up to speed, but eventually you will need to do this on your own. Do you feel you are able to complete tasks on your own, without supervision?"
[ July 19, 2010, 12:50 PM: Message edited by: Russ McMullin ]
Posted by Brian Oliver (Member # 2019) on :
"Do you drink alcohol or use illegal drugs?" "Can you spell and proofread?" "Is English your first language and can you speak and write effectively in it?" "Can you show up on time and give me an honest days work for your pay?" "Can you stay out of jail?"
Don't ask me how I came up with these particular questions...bad experiences.
Posted by Rick Beisiegel (Member # 3723) on :
Take a drive past their house. This will say alot to you.
No matter who you wind up hiring, everybody comes with a certain amount of "drama" Also, personal cell phones and Internet usage are valid concerns, but Nazi control is not the answer. They should know if it gets out of hand, they will be notified. A small amount of cell phone usage is normal and expected. They also need to know thet all Internet usage is tracked. You will be amazed how much this curbs their usage.
I really like Russ' take on it. Make sure whether you hire them or not, let them keep their dignity.
Posted by Glenn Taylor (Member # 162) on :
Texting and cellphone usage became a big issue with the last two people I hired. It got so bad with one of them that I had to let him go. Production actually went up when he left.
So far six people have applied for the Graphic Artist job. Only two of them appear to be qualified and have actual job experience.
Posted by Neil D. Butler (Member # 661) on :
I have 4 employees, all of them are hard working, a couple of employees have been with me for almost 10 years, the last one hired has been here about 5 years. All of them had some experience.. you have tolet them design on their own.. and then you review it, if it needs improvement, then make suggestions.. sometimes if they are real busy, I'll make improvements myself and then tell and show them why and what I did....
Also what Russ ponted out is great.
Posted by Kissymatina (Member # 2028) on :
What kind of marketing classes have you taken or what is your marketing background / knowledge?
Being able to design is great, but they need to understand target markets, etc. and be able to design in a variety of styles.
Another thing to check is their handwriting. Illegible writing can lead to huge mistakes when the chicken scratch is deciphered wrong.
Posted by Curtis hammond (Member # 2170) on :
look in their car. Is it full of empty cans and bottles and trashy? That says a lot about their ability to keep organized.
Ask them if they will agree to cell or text only during their regular break times. If they cannot then they can go down the road.
Posted by Glenn Taylor (Member # 162) on :
Hehehe.....I just had to help jump-start an applicant's Escalade.
Posted by Michael Clanton (Member # 2419) on :
yep- I agree with you Russ, I wouldn't probably use those exact words in an interview, but that is exactly what I would be thinking about asking.
(and I have dealt with in the past with some employees who wouldn't do their jobs correctly, even try to problem-solve, or felt that they were entitled to some grand treatment.)
This type of stuff is on my mind, not because we are hiring, but because I'm trying to guide my 14 year old son into learning the skills to be a good employee (no matter the job)
Posted by Ian Stewart-Koster (Member # 3500) on :
Would you consider a week's/fortnight's work unpaid, to see how you go?
You're not actually ASKING them to work a week, you're just wanting to know their answer to the question.
When I was younger, I would have jumped head-over-heels at an opportunity like that- it says a lot about your/their attitude & dedication to the work.
My 2nd youngest brother is a partner in a multinational accounting firm, in London, UK. He started by offering to work for them for a month, with no pay, just to get his foot in the door 15 years ago.
They accepted his offer eventually (initially they said they had no vacancies), and after a month they even told him they would back-pay him for the 4 weeks he'd spent with them. Admittedly the next six years were spent working for a pittance, but it paid off in the end.
Posted by Si Allen (Member # 420) on :
Never hire an applicant that has black ink tattoos on his neck!
Posted by Rusty Bradley (Member # 6938) on :
If he comes to the the interview with "pants on the floor lookin like a fool"...don't hire him.
Posted by Dennis Kiernan (Member # 12202) on :
Times sure change. I cant imagine any of the quoted questions below being asked of me on any of the job interviews I did when I was young.
"will your artistic ego allow you to learn new techniques and processes (the way things work at our shop)?" "do you learn skills correctly and can problem solve?" "Do you feel you are able to complete tasks on your own, without supervision?" "Can you stay out of jail?"
How cd the applicant answer any of these except with a "no"?
"Texting and cellphone usage became a big issue with the last two people I hired."
Personal calls at work were either not allowed, except for emergencies, or were strictly limited, say, one call per day to say hello to your very young daughter who missed her daddy.
"Do you drink alcohol or use illegal drugs?"
Everybody drank and what you did on your own time was your personal business, none of your employer's concern. Smoking was not an issue at all. If you wanted to smoke, just dont spill ashes on the artwork.
"Can you spell and proofread?" "Is English your first language and can you speak and write effectively in it?"
Art job interviews consisted of about 15 minutes of conversation with the art director, a typewritten resume, and a showing of your portfolio. The art director wd judge for himself your command of English, your intelligence, experience, and talent.
"What kind of marketing classes have you taken or what is your marketing background / knowledge?"
No one ever asked me that. I never took any marketing classes nor did I go to art school, but by the time I got out of my 4 years in the service and landed my first job, as illustrator in an ad agency, I had already done a wide variety of art work including commissioned portraits, posters, newspaper sports cartoons, stage backdrops, permanent signs, decorating pilots' jackets, book illustration, logos, package design, truck lettering, and teaching aids. Plus the job I'm most proud of: the design of the official 5th Air Force Ashtray :-) All the clients and employers were satisfied with my marketing skills.
Posted by Dennis Kiernan (Member # 12202) on :
"will your artistic ego allow you to learn new techniques and processes (the way things work at our shop)?" "do you learn skills correctly and can problem solve?" "Do you feel you are able to complete tasks on your own, without supervision?" "Can you stay out of jail?"
How cd the applicant answer any of these except with a "no"?
CORRECTION: Delete the "except".
Posted by bruce ward (Member # 1289) on :
Why don't you just hire based on portfolio and initial attitude instead of thinking of creative BS questions that will only get you a lie back.
"do you smoke crack and text?...No sir not me
Questions are BS. If people are looking for a job they aren't going to admit to anything. Just hire them if they don't work out let them go, tell em they are on trial. No need to be driving past their houses and checking out their cars.
Posted by Mike Pipes (Member # 1573) on :
Agreeing with bruce and Dennis here.
It's fun to joke around and all but let's put the shoe on the other foot - What are YOU like, as an employer, to work with? What's the company culture like? Take some time to describe the business to them, how day to day tasks flow, etc. and ask if they think it's a place they could work.
They're taking as much risk seeking a position at your business. They don't know how things really are behind those doors, so as cautious as business owners get about hiring good people, they need to be careful about not turning off what could turn out to be really good employees.
You can actually eliminate a lot of questions by writing out a list of policies, such as:
A no call/no show policy - if they just don't show up one day, or don't call if they're running late (people run late, it happens) it's considered resignation effective immediately. If anyone has any drug or alcohol issues, this will weed them out pretty quickly.
90 day probationary period with an introductory (lower) pay rate. They get 90 days to prove their reliability and capability after which their pay goes up.
Posted by Rick Sacks (Member # 379) on :
I want to ask how they fit into a team? What position of the team do they find themselves in? I want to see if they'll own their mistakes or blame others. Will they be committed to finishing a project even if it means staying late when necessary? Will they take pride in what they do? Can they receive criticism? Are they flexible enough to change directions after putting effort into something?
Posted by Ben Diaz (Member # 7319) on :
The last non-family business I worked for actually called my references & past employers. All of my information was legit & I had been a pretty good employee, so that ended up being a plus for me. That is the only employer that has ever done that. I would think making a few calls to check on a potential hire would show you alot about their work ethic & character. If their info was bogus that would be a serious red flag.
Posted by Jane Diaz (Member # 595) on :
If I had checked their car for neatness, one of my sons would have been in trouble. When we used to have people come in for a job, Bill used to hand them a brush and a pattern and say, "I'll be in the other building. Let me know when you are done." Usually that was a test that few could pass. Most of them left after 15 minutes, said they would practice and be back....never to return. How can you ever really know it's the right person for your business!? Now days I think we have an advantage being in a small town. Usually you know somebody who knows who they are. I do like the idea of a trial period. I'm just glad we don't have to hire anyone. It's too stressful!
Posted by Rick Sacks (Member # 379) on :
We also have a page printed that corresponds to a file that we cut on vinyl. I demonstrate weeding on a sample and them provide then the vinyl and tell them to make it look like the paper printout. Dexterity and order and coordination and patience and ability to learn get demonstrated in five minutes.
Posted by Michael Clanton (Member # 2419) on :
wow- I didn't realize so many people were so sensitive about hurting people's feelings- I had those basic questions (that I posted above), asked of me when I interviewed at some sign shops and screenprinting shops- I thought they were right on target, and didn't hurt my feelings one bit...
my first sign shop job was basically as an apprentice- my boss was a third generation Cajun signpainter- not the most tactful person in the world- but he knew what he wanted and expected of me and told me up front- I worked the first month basically for free, sweeping, organizing, learning how to hand letter, and other odd jobs... once I passed those skill tests, he added more and expected more (he did pay me for that first month, but only after I passed the tests)
The second sign shop job was basically the same, only a larger commercial shop- the fact that I swept the floors and mixed paint for other painters without having to be asked, allowed me to move up in the company.
My screenprint shop has specific tasks that have to be followed or the whole process is affected- I have hired a couple of employees who had a hard time following directions or did not have basic problem solving skills- they did not last very long. Nothing personal, they just didn't fit the job. I think it is much better to lay everything out in the beginning, than to have to fire someone because they didn't realize what they were signing up for.
I would assume that Glenn's work is no different, he would be looking for someone with specific skills, good work ethic, and tolerable personality traits...
Posted by Dan Beach (Member # 9850) on :
If someone asked me in an interview if I would work for a week for free, I would probably assume they don't appreciate the value of their employees.
This is congruent with the people that ask for free design. They may not "mean" it, but the impression has already been made.
A trail period would be more like, "Why don't you come in on Saturday and we'll see how you fit in with our shop." That way it doesn't seem like you are asking for something for nothing.
Posted by Chuck Peterson (Member # 70) on :
Here's a brief rundown on the test I devised for an employee for basic shop help. This person probably has no signshop experience so this is to determine if they have what it takes to learn basic signmaking skills. After an initial conversation to get a feel for their attitude and personality I give them a pencil and paper and ask them to draw a line 1 3/8" long. If they do this without hesitation I ask them to draw a rectangle 1 3/8 x 4 3/4". If they do this fairly easily I ask them to find the center of it. Then I may show them a printout with maybe a thick & thin letter flipped reverse or something to see if they can spot the mistake. If it seems to go well I have them work a half day and pay them for it. The coordination test involves having them carry an 8' 2x4 in the front door, through the shop and out the back without knocking anything over. Then I give them the honesty test, ask how many hours they worked. If they don't add on a half hour or so they're doing well. The part an amazing number of people have trouble with is reading a ruler quickly. If they can't do that its probably not a good idea to hire them.
Posted by Dennis Kiernan (Member # 12202) on :
I actually got turned down for a job one time because I was too honest in my answers. The art director looked at my portfolio and was ready to hire me but the company psychologist had to size me up first. This was for a job with the local utilities company, Pacific Gas and Electric. The written test included such questions as "Have you ever had experiences of being short of breath?" Well naturally I answered "yes", to answer "no" wd have been an obvious lie, wdnt it? And for what purpose? Then, later on there wd be a question, "How often have you had these experiences?" That was a toughie, so I tried to come up with a figure. I answered something like, "Once a month." Then the question, "under what circumstances do these experiences occur?" I thought, this is getting sillier by the minute, but I answered, "For example, when I carry a heavy box up three flights of stairs." To make it short, after the test the psychologist said that my answers sounded flippant. I protested that I was simply trying to answer them as honestly as I cd. The psychologist accepted that but lowered the boom. He explained that PG&E had a policy of refusing overly-honest people like myself because they had found that a large percentage of rebellious employees, including saboteurs, had that same trait. He explained that they were looking for team-players and they wd have answered the questions the way they thought wd make the best impression. I said, so the company prefers to hire people who are not honest with them? He shrugged and said that unfortunately that was the policy they had decided on.
I walked out and was thankful I hadnt gotten mixed up in a company full of bull****ters.
Posted by Russ McMullin (Member # 5617) on :
I have had some excellent co-workers that would have failed many of the tests mentioned. One girl I worked with isn't necessarily the best designer, or sign fabricator, but she is an amazing coordinator. She can juggle a thousand tasks and make sure they all get done. I don't know how you would test for that.
Posted by Dave Sherby (Member # 698) on :
I saw this somewhere, don't remember where, but the interviewer would put the candidate in a room by themselves for 5 minutes. There would be a balled up piece of paper on the floor next to the trash can. Any applicant that had put the paper in the trash can had a leg up on the others. Shows initiative, neatness, and concern for the companies' image.
What ever you ask, make them open ended questions. Questions that can be answered with a yes or no will tell you little. When they have to make the answer a short essay, you'll learn much more about them.
Posted by bruce ward (Member # 1289) on :
What happened to simply hiring someone based on your gut feeling and their talent? Have we resorted to being like the government. Invite them over to interview and then strap them down and put electrodes on them....Dear God come on people this aint nuerosurgery. If it dont work out get rid of them
who cares if they are messy, ugly or refuse to play with a paper ball in a room. This is whats wrong with the world today, too much BS and too much time wasted on BS. try to hire the person in front of you not the psycho you want them to be
Posted by Lawrence Armstrong (Member # 8336) on :
Well said Bruce. When I was looking for work had I been treated as many in this thread have suggested, I would have certainly told the prospective employer to take a hike.
Offer a decent wage and you'll weed out 80% of the bad right off the bat.
Posted by Donna in BC (Member # 130) on :
Glenn, when I applied to an autographics company, he asked me what I could do. I replied, "Why don't I just show you?" I rolled up my sleeves and helped his wife lay out a sign they were installing on the ground. On my knees in a dirty shop while wearing my interview clothes. I was nearly hired on the spot.
Try asking them to SHOW you what they can do. Proof can go much farther than words.
Posted by Brian Oliver (Member # 2019) on :
Bruce,
It would be nice if that was all that was needed to get good people, but unfortunately your method isn't adequate. The hiring process is expensive and time-consuming, so an employer needs to be as sure as possible when hiring a prospective employee. To hire simply on talent and gut feeling will get you a very talented bum (I've had those), or a slick addict (I've had those, too) or any number of other variations of the human animal that can cause far-reaching problems for the business. If you want a very entertaining hour or so, just sit down with someone who's had to hire people and ask them about their experiences...you won't believe the crazy crap some employees will pull on their employers.
Just sayin'...
Posted by Darcy Baker (Member # 8262) on :
Bruce, I agree with you but then My place is a far cry from the neat organizational skills as say Todd has.Of course I am not an employer and may soon be an employee so I better start playing with random balls of paper.
Posted by bruce ward (Member # 1289) on :
brian, you can sit with someone for hours and not know them. So my method isn't adequate it was just another method. Gut feeling or torture doesn't matter it is going to turn out one way or the other. You may pass on a damn good employee and not know it. you might hire the most worthless loser on earth and you didn't see it coming. There's no sure fire way of going about this.
It's a crap shoot.
Posted by Brian Oliver (Member # 2019) on :
You're absolutely right, Bruce.
Posted by Rusty Bradley (Member # 6938) on :
Are they a Colts fan.
[ July 21, 2010, 11:32 PM: Message edited by: Rusty Bradley ]
Posted by Wayne Webb (Member # 1124) on :
It's amazing the things you learn. I was once told by an old business man I once admired, that department store tycoon J. C. Penny used a crafty "food salting" test when doing an interview. A quick google brought this up....
I've hired two guys, in the last 10 years, on a trial basis. One, an older guy, was a nice fellow' but wanted to do things his way and the other, a 19 yo kid, was stealing from his own parents...
[ July 22, 2010, 02:05 AM: Message edited by: Wayne Webb ]
Posted by Donna in BC (Member # 130) on :
Oh my gosh... if someone hired me based on the neatness of my vehicle, I would have never had work in my entire lifetime. Ever.
That one can go too far btw. Those that 'dust' their vehicle put alot of time into cleaning. Maybe too much even. Where's the time to work if you're always cleaning?
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