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How long would it take you to interview 100 potential hires one on one? Days, right? And even then there’s no guarantee that you’ll find the best person to run the go-karts, work the redemption counter, or coordinate the birthday parties.
Mike Fleming, a 30-year industry veteran, can’t tell you how many times he got duped during an interview. “You think they’re great,” says Fleming, CEO of Farrell’s Ice Cream Parlour Restaurants and Fleming Entertainment Centers. “Then, once hired, you find out they’re a bump on a log.”
To streamline the interview process as well as to help pick out the cream of the crop, Fleming and Courtney Bourdas Henn, executive director for Mountasia Family Fun Center in Santa Clarita, California, have devised a different approach: the group employee audition.
“It puts the candidates in a setting that is much more in line with what their day-to-day position would be like: a lot of people, a lot of coworkers,” Henn explains. “Therefore, it stands to reason that their true personality would come out more than not. Additionally, you can easily see who are the eagles and who are the ducks. Who are the natural leaders and the followers—both of whom are important in a business. You also get a much greater sense of who is obnoxious, introverted, a bully, etc.”
Fleming mentions another strong advantage to the employee audition. Staff hired via this approach tend to stick around a lot longer, and a lower turnover rate means more money and time saved.
The Rundown
The audition follows a structured program, and subtle cues could determine if an individual comes back for a second interview, Fleming says. Here are the highlights:
Prep Work. Audition promotion is fairly simple: a few fliers with basic information and instructions—“6 p.m. sharp; dress to impress; be prepared.”
At the Start. Candidates wait in the lobby and the doors open. After the last person in line enters, the doors close and no one else can come in. Staff members dismiss candidates inappropriately dressed. Those up to code receive an employment application; invariably 10 to 15 people forget to bring a writing instrument. “They didn’t come prepared,” Fleming says.
They then receive a numbered name tag for identification. “We tell them to put the sticker on their left side, but you would be surprised how many people put it on their right,” he says. “This is indicative of someone who won’t follow your explicit instructions.”
After candidates complete the application, they head to the audition area where the judges wait. What the candidates don’t know is the sticker backing had their number on it as well, a trick that offers another clue. Oftentimes, staff find half a dozen or so backings wadded up and dropped on the floor, when garbage cans sit nearby in prominent places. “These are people that didn’t care,” Fleming notes.
10 Minutes In. With no introduction, applicants are asked to play the hokey pokey. Judges, a mix of managers, supervisors, and frontline staff watch what happens. Some candidates might stand and look confused, while others will be into it. After the hokey pokey, the emcee introduces the judges, describes what type of person the company wants, and lets the candidates know they shouldn’t be offended if they don’t get a second interview.
15 Minutes In. Candidates are paired off and spend five minutes learning as much as possible about each other. They then introduce “their new friend” to the group. When they’re talking to each other, judges look to see how candidates communicate. When they’re introducing, judges score how they articulate, convey their introduction, and retain information. Judges pay particular attention to what’s presented by and about each candidate.
30-45 Minutes In. Judges ask candidates to tell a clean joke or sing a verse of their favorite song. They have a minute to think about it. Judges look for originality, thoughtfulness, and creativity. Those who say, “I don’t know,” earn a big red flag.
45-60 Minutes In. Candidates go into groups of five and are instructed to line up in order by age without talking or texting. Judges look for those individuals who can perform under pressure and communicate well. Each member of the winning team wins a small prize ($5, candy, movie tickets).
60-65 Minutes In. Applicants play a low-pressure game like hot potato to lighten up. They then do the hokey pokey again to see if their personalities have changed since the first time.
65-70 Minutes In. Judges thank all candidates and announce that the FEC will be calling back some for one-on-one interviews. (Usually about 20 percent make it through to the next round.)
Afterward, judges spend roughly an hour comparing notes and speaking with moles who were sprinkled in with the candidates. The moles, generally friends of staff members, prove to be invaluable as they listen in on conversations and leave with the group to keep the ruse going, Fleming says. One time, the judges thought they had the perfect applicant, but a mole revealed he was actually using foul language and speaking poorly of others. “We try to use every tool we can to feel confident that we’re getting the right people,” he says.
Contact Contributing Editor Mike Bederka at mbederka@IAAPA.org.
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