I love hiring great people.
But, damn: it is really time-consuming and energy draining.
I just counted: as of this morning, we have 13 full-time employees, 45 part-time employees, and many great contractors who all help to make the Museum Hack magic.
When we first started to hire tour guides and operations staff, we knew we wanted to cast a very wide net to find the best and brightest candidates.
Because we’re a fun place to work with flexible hours inside some of the best museums in the world, we also knew that our “Renegade Tour Guide” job would be in high demand by job seekers. It didn’t hurt the position paid $32 an hour.
We needed a way to filter and find the best candidates quickly.
Jen, Kate, and Zak on the Museum Hack team working to review a scavenger hunt. Certain screening questions can help applicants show personality.
A core specialty of our company is designing team building experiences, storytelling workshops and other training events for growing companies.
These experiences rely heavily on using effective stories and questions to help our guests laugh, open up, and share their own perspective.
I want to share how we use a similar “system” to hire our own team and some of the unique and innovative methods we’ve used to improve the hiring process.
These techniques are something you can use immediately in your own small business hiring process. You will see immediate results.
Table of Contents
- Our Hiring Secret Sauce: Screening Questions
- How to Get Over 200 Applicants Per Job Listing
- How Museum Hack Uses Screening Questions
- How Other Companies Use Screening Questions
- How We Do Applicant Tracking
Examples of Screening Questions
- Sales Positions
- Customer Service Positions
- Business/Sales Positions
- Marketing Positions
- Customer Success Positions
- Knowledgebase / Technical Positions