SportsField Management June 2021 | Page 23

STAFFING

Sample application / interview rubric :

Qualification Rating ( 1-5 ) Notes

Supervisory Skills 3 3 years overseeing a crew of 5

Evaluate candidates ’ application materials Once you receive applications , it is time to start using the evaluation rubric to review candidates and select those you want to interview . Look to see if the candidates outline how they meet your required and preferred qualifications , but also make sure they address why they are interested in the specific position at your organization . Those candidates who take the time to tailor their materials and demonstrate why they want the specific job should rise to the top of your “ keep ” pile . Yes , you want someone who has the skills to successfully do the job , but you also want someone who wants to work for your organization and who will fit in well .

Develop interview questions

The key to a successful interview process is to select questions that effectively evaluate a candidate ’ s ability to perform the essential tasks of the job , as well as assess their overall fit within the organization . Ask these same interview questions consistently across all candidates to avoid any unintentional biases .

If you have a large pool of seemingly strong candidates , it may be helpful to conduct brief screening interviews over the phone or video chat to narrow the candidates to three to five to invite to an on-site interview . Screening interviews often involve approximately five questions that help you assess key qualifications and find out why each person is interested in the position .

Here are a few questions to consider : Tell me about yourself . Why are you interested in this position at this organization ? What are your greatest strengths related to this position ?

What do you think your biggest challenge will be in transitioning to this position ?

Tell me about a time you have successfully overcome a challenge or obstacle at work .

What questions do you have for me ?

You may repeat these questions during an in-person interview , especially if additional people are present . When developing other questions for on-site interviews , ask questions that will help you evaluate whether or not the candidates have the skills and strengths you believe are necessary to fill this role , and give them the opportunity to share specific examples that prove their qualifications . One of the best ways to do this is to ask behavioral interview questions , which allow candidates to share specific experiences from their past that likely will predict their future performance within your organization .

Sample behavioral interview questions / talking points :

Tell me about a time you went out of your way to assist a visitor , player , client , customer , etc .

Tell me about a time when you disagreed with a colleague or supervisor .

Give me an example that demonstrates your problem-solving ability .

Give me an example of an innovative solution you implemented .

Tell me about the most difficult situation you have faced as a supervisor .

Seek questions from candidates

The last question you should always ask candidates is “ What questions do you have for me ?” As

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