Conducting Nightclub Security Interviews, Part 1

Inevitably, a time will come when you need to conduct interviews for Security Staffers. Maybe you are a new establishment, maybe you just fired some workers, or maybe you just need more bodies. Regardless of the reason you need new Staff, you should always take the same measured, careful approach to hiring. Unless, of course, you enjoy lawsuits, irresponsible workers, and an overall useless Staff. Hey, you might like those types of aggravation….but I hope not. Today will discuss some interview basics.

SETTING UP INTERVIEWS 

Many people like to schedule interviews with open-ended hours, i.e. “Interviewing between 9 a.m. – 12 p.m.” I have found that this approach may work with a large group of Interviewees, but more often than not it leads to “bunching” with many people showing up at the front and back end of the time slots or a large group of people sitting around waiting to be interviewed. I prefer an approach whereby a set time is given to prospective employees, “We have a few slots available between 9 and 12. What works for you?” This not only places the initiative in the Interviewees’ hands, but allows you to set a fixed time for interview length, say 15 minutes.

LOCATION, LOCATION, LOCATION

Where will you be conducting your interviews? Office? Dance Floor? Park Bench? Will the Interviewees be seated in close proximity to those being interviewed and be able to hear the questions? Or will they be in a separate room? No matter where you conduct the interviews, make sure you have comfortable seating, good ventilation, and a little water – for both you and the Interviewee.

THE AGENDA

You’ve got your interviews set-up, now what? First and foremost, YOU need to be organized. Do you:

  • Have an individual folder for each Interviewee?
  • Have a printed schedule of interview times?
  • Have a notepad and pens or pencils?
  • Have a business card ready to hand out?
  • Have a copy of each Interviewees’ resume/application (with notes?)

Your agenda should also include the order in which you want to run the interview: introduction, position details, company information, interview questions, closing, etc. The Agenda is one of the most important parts of your interview because it shows the Interviewee that you are organized, prepared, and ready to go.

So, now your interviews are scheduled, your location is finalized, and your agenda is looking sharp. Let’s go out there and do some interviewing!

JUST THE FACTS, MA’AM. OR SIR.

Just like Detective Joe Friday, you want good, solid information with which to work. Your first set of interview questions should relate directly to the information the Interviewee has given you on their application/resume. This will not only confirm that the information is true (What!? You mean people lie on applications and resumes!?), but can help fill in any gaps on the written page. Some possible questions:

  • How long did you work for Billy’s Bar
  • Tell me about your job duties at Billy’s Bar
  • What were working the conditions at Billy’s Bar
  • Why do you want to work for us

Questions like these will give you a foundation from which to build the rest of your interview and help you to guide the interview in the direction you wish it to go.

So, what direction is that? Well, you’ll have to tune in next week for Part 2. Sorry, I couldn’t resist the cliff-hanger!

Until next time…


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