Practice Management
36
For Advisor Use Only
January/February
2014
If the responses are good, we send the applicant the
Predictive Index (PI) and Total Testing profiles. We use
the Total Testing website to evaluate Microsoft skills and
problem solving, attention to detail, and math and language
skills. After reviewing all of the test results, we schedule
time with Practice Management to review the PI and to
develop additional questions for the second interview.
During the second interview, we involve other team
members in the conversation to gauge the candidate’s
fit with our firm.
Describe your interview process and why it is
effective in helping you hire the right people.
Gabe
: The initial in-person meeting with a candidate
involves an array of tests and allows us (and the applicant)
to obtain a first impression. The tests are graded, and we
determine who will be called back for a one-on-one interview
with me. The third time a candidate comes to our office,
we have narrowed the field down to two or three finalists.
The entire team sits in on the interview and has the
opportunity to ask questions. Following the team interview,
we discuss the candidate’s qualifications and make a decision.
Lynn
: The process is structured so that, regardless of the
person conducting the interview, we are asking similar
questions, specific to past experiences that relate to the
job opening. That way, we can look at answers to similar
questions and see where we find the best fit. We also get
feedback from the receptionist and executive assistant
who are corresponding with the candidate on their
experience with the person.
What other tools or resources do you use in the
interview process? How do they help you in the
selection process?
Gabe
: We use the Practice Management team a lot! They
help us stay on the straight and narrow regarding the legal
side of hiring practices. They have numerous testing tools
to offer, and they suggested Craigslist.com as a resource
for our search.
Lynn
: As previously noted, we conduct extensive testing
to help us make the best selection possible, based on the
candidate’s skills and competencies.
Please share a best practice that has helped
you in the interviewing/hiring process.
Gabe
: Access to the PI has been a huge help for us. We
find it to be surprisingly accurate in describing a person’s
behavior. Practice Management has the PI results for all
members of our staff, so with their help, we can predict
how a candidate will work with others in our office. After
the candidate has been selected, we schedule a group call
so the new employee can learn how we all operate with
our different strengths.
Lynn
: We involve other team members in the interview
process when we’re serious about a candidate. While we
explain to the team that the partners will make the ultimate
decision, we want their feedback in determining “cultural
fit.” Although we agree on specific questions they will ask,
so there is some structure, we do want it to be a “get to know
you” session. We also find this helps build a relationship so
that, when a person is hired, they feel more welcome when
they arrive and are familiar with some of the team members.
How do you distinguish your firm as a
great place for candidates to work?
Gabe
: We offer competitive pay and generous benefits for
a small firm in our area. For example, we offer paid covered
parking; a SIMPLE IRA plan; health savings accounts;
group health, dental, vision, life, and long-term disability;
and 15 annual PTO days that accrue monthly. On Mondays
during the lunch hour, we usually have a staff meeting,
which gives us the opportunity to catch up with each
