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Content provided by Beth Allison, Gabrielle Raill, and Ruby Compton - CampHacker.TV. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Beth Allison, Gabrielle Raill, and Ruby Compton - CampHacker.TV or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://staging.podcastplayer.com/legal.
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Best Interview Practices - Camp Code #19
Manage episode 165774351 series 1311970
Content provided by Beth Allison, Gabrielle Raill, and Ruby Compton - CampHacker.TV. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Beth Allison, Gabrielle Raill, and Ruby Compton - CampHacker.TV or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://staging.podcastplayer.com/legal.
Staff Training Begins With Hiring and the Interview Process
Though we often consider the first day of staff training the time when we begin absorbing our new team into the camp culture, the reality is that staff orientation starts during the application process. Is the person trainable? How will he or she work on the team that is assembled? Does the applicant "get it?" Join Gab, Beth, and Ruby for a discussion of their favorite interview questions and time-tested ways to figure out if an applicant is a good fit.
Best Practice for Leadership Training
Your hiring process has to be what is best for camp. It is a hard job but you, as the director, are the one that has the big picture. You must put the effort in to make the hiring process be whatever the camp needs. It may involve re-interviewing return staff and asking some hard questions. These are the most important decisions you will make all year. If something feels off, trust your gut. Ask questions to your return staff about things that didn't follow your camp philosophy that happened the year before. You can say "I am offering you a job but here is my concern from last year and that cannot happen again." Hiring is not about being their friend. Make sure they understand that you must do what is best for camp. And never apologize for high expectations.
Please help us keep the show going by leaving us a rating and review on iTunes or tweeting your love for Camp Code!
53 episodes
Share
Manage episode 165774351 series 1311970
Content provided by Beth Allison, Gabrielle Raill, and Ruby Compton - CampHacker.TV. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Beth Allison, Gabrielle Raill, and Ruby Compton - CampHacker.TV or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://staging.podcastplayer.com/legal.
Staff Training Begins With Hiring and the Interview Process
Though we often consider the first day of staff training the time when we begin absorbing our new team into the camp culture, the reality is that staff orientation starts during the application process. Is the person trainable? How will he or she work on the team that is assembled? Does the applicant "get it?" Join Gab, Beth, and Ruby for a discussion of their favorite interview questions and time-tested ways to figure out if an applicant is a good fit.
Best Practice for Leadership Training
Your hiring process has to be what is best for camp. It is a hard job but you, as the director, are the one that has the big picture. You must put the effort in to make the hiring process be whatever the camp needs. It may involve re-interviewing return staff and asking some hard questions. These are the most important decisions you will make all year. If something feels off, trust your gut. Ask questions to your return staff about things that didn't follow your camp philosophy that happened the year before. You can say "I am offering you a job but here is my concern from last year and that cannot happen again." Hiring is not about being their friend. Make sure they understand that you must do what is best for camp. And never apologize for high expectations.
Please help us keep the show going by leaving us a rating and review on iTunes or tweeting your love for Camp Code!
53 episodes
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Similar to Camp Code
Alessandro Bogliari, CEO and Co-Founder of The Influencer Marketing Factory, a global influencer marketing agency, talks with great guests about influencer marketing, social media, the creator economy, social commerce and much more.
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continue reading
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continue reading
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