Interview for Performance Evaluations

This week I interviewed my Uncle Roy Johansen. He is a manager at Quiznos. He has been managing for DECADES! For this reason, I was intrigued to know what he has found helpful, insightful, and what he aims to improve in his performance evaluations. Check out the interview in full below:

EVALUATING EMPLOYEES INTERVIEW

Roy Johansen

Quiznos owner and manger

  1. How often does your criteria for evaluating an employee get updated?

Every three months (90 days)

  1. How often do you hold evaluations with your employees?

All depends on the person. Generally, every 90 days. Some don’t need it that often, so I will let them go longer.

  1. Do you have employees set up a new goal(s) every time you evaluate them?

Sometimes I do. If they have not trained another area I will have them work that. Or have them work different times.

  1. How long do you plan for each interview to take? Why?

Each interview is pretty short, about 5-10 minutes. I usually know right away if they are doing well or not. I have been doing it for so long that I can tell by their mannerisms and actions how they are doing.

  1. How do you prepare for the evaluations?

I don’t prepare much. I usually know where they are at. I work with them most of the time right by their side.

  1. Has an interview ever ended negatively? What happened?

Yeah, one time a lady got mad at me because she did not like what I said to her. I tried to be kind after, but she was very stand-offish to me afterwards. I told her it was just for the job. She got angry for a small reason.

  1. Do you keep notes regarding the employee at your performance appraisal?

Oh yes. Also during interviews. I write down everything I ask them and everything they answer. I keep them for months and months and then I won’t usually go through them anymore.

  1. Do you provide an agenda for the employee for the interview?

Not typically, no. Usually it’s just what is applicable in the moment.

  1. Where do you hold the performance appraisal (location)?

Right in the dining room of Quiznos.

  1. Do you involve other management members in appraisals such as team leads or do you perform appraisals one-on-one?

It is one-on-one. I have offered it to others before, but they are not interested.

  1. Do you ask for peer evaluations of each other in order to understand how the employee works with others?

No. I have found out the employees complain about each other anyway for things that may not be applicable.

  1. Do you have your employees evaluate themselves before you evaluate them?  If so, do you find your evaluations usually similar to theirs?

No.

  1. Do you think you spend more time talking about the good work done by the employee or places in their performance that needs improvement’?  Why?

 A lot more praise than criticism. I definitely compliment them the entire time. Constantly. I like to help them evaluate where they need improvement. I ask, “How do you think you are doing?” “Are you up to par” “Are you able to do what so-and-so can do?”.

I learned that employees are almost like dogs where they need to feel loved, they need praise, but they can also be disciplined. It seems like a silly analogy, but the way Roy described it helps me understand that we seek to do good and please the leader. If the leader can help us see improvement in ourselves we are more motivated to continue to seek improvement. 

REFLECTION for this week:

1. This unit taught me a lot about ethics. I am almost afraid of the ethical dilemmas I might face. They are harder than ever imagined. We started talking about discipline as well. I think it is inevitable to not be disciplined in your job. I hope to avoid it as much as possible. Still, I learned it is necessary and I think I will take it better when it happens the next time. 

2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why? I felt like the team activities were good for the interviewing part. I like having to collaborate on questions. It put another perspective into view. The other students see things differently than I do. I love that. I don’t like responding to comments from discussions. It is a waste of time in my opinion. I also don’t like having to make a minimum amount of paragraphs. Instead we should just have to add something insightful (no matter the length). 

3. How you will utilize the information learned in your nursing practice. Like I mentioned before I plan to accept the discipline I get and understand it is just part of the job.

4. You personal feelings about the material covered. I enjoyed the interview. I disliked the discussion. Mostly because it feels like an assignment versus a discussion. I think we should get rid of the amount required and instead request that it is just substance required (add some new insight or question). 

Reflective Journal Week 5

1. What did you actually learned from the unit.

How about performance appraisals? I had never heard of them before. They seem to be one of the best things in employment. For the employee and the employeer. I have a hard time knowing exact expectations of me at times. Below is what I considered a performance appraisal and below that is what an actual performance appraisal would look like: 

Poor: Individual is biased and judgmental. Gives culturally-poor care. Individual is irresponsible in actions. Individual is poorly dressed and has low standards. Individual does not communicate effectively.

Below Average: Individual gives a half-heartedly effort. Achieves some skills, but lacks in other areas. Individual is on-time some days, but late most of them. Individual keeps to themselves, but still gives appropriate care to patients. 

Average: Individual performs job responsibilities. Does not shirk, but does not do extra work. Arrives on time and leaves right when the shift is over. Individual is competent in their area of care, but not specialized in any others. Communicates with team when needs to. 

Above Average: Individual strives to better their skills. Performs job responsibilities and seeks to find other opportunities to help. Uses culturally competent care. Communicates effectively with the team. 

Exceptional: Individual gives culturally competent care. Individual fulfills job responsibilities and goes above and beyond in field work. Individual is early to work and completes everything on time. Individual has high standards of conduct and exceeds them. 

 

2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

It didn’t necessarily change my feelings about the work, but helped me to understand their thoughts. I was impressed by others sharing who they thought was the best leader overall. My idea was Mandela. My teammate thought it would be Ghandi. 

3. How you will utilize the information learned in your nursing practice.

Definitely change the way that I go about my work. I would ask to see the performance appraisals before starting work so that I can know what they expect of me. It would help me to be the best nurse and know what they will scale me up next to. 

4. You personal feelings about the material covered.

It was a good week, and I liked branching out and thinking about other leaders in the world. I think that hospitals are a little behind on having quality care of their employees. Since it isn’t necessarily a ‘competitive’ market like other companies the employees don’t usually have the same perks as, per say, a finance company. 

Interview

Hiring Interview

Interviewee: Ronnie Johansen

 Vice President of KomBea

Software development company

  1. What does the perfect employee look like? Why do you believe that?

They have the qualifications outlined in the job description. They fit well into the culture of the working group that they will be in. They will be an effective team member in that group. These are all necessary to keep the company moving towards success.

 

  1. How are you measuring the success of your recruiting process in the short-term and in the long-term?

 

Is it bringing more qualified candidates that we need so we have more people to choose from. Are the people that we are hiring working out? Is the retention good? Are they both staying, and we are wanting to keep them.

 

  1. How many candidates do you interview for a job?

 

Typically, there is not a set number. We would interview every one that met the qualifications. Maybe upward limit would be the top 7 or 8 candidates.

 

  1. What is your hiring process like?

 

We advertise and get applicants that say they meet the criteria. They take a pre-screening test that measures their personality and profile. It also measures how well they meet the skill set that we are targeting. If they do well enough on that screening test, we do a face to face interview. Then, with that info we decide onto who is the top applicant and offer the job.

  1. How do you prepare for interviews?

 

I read the resume and their test scores, and I highlight some questions I want to ask. I try to give every interviewee the same questions, but I also customize some questions.

 

  1. In your experience, what mistake(s) do potential candidates frequently make?

 

They come in with an attitude of needing the job, so they come across as giving you all the answers that you want to hear. They come across as less confident in themselves and more heavily in needing the job. Sometimes people will try to do something “off the wall” to get attention. That is a turn off. (i.e. an applicant wrote that he had a “cute nose” under “talents”.) Go in with the attitude, I don’t need this job, they need me.

 

  1. If you were able, what changes would you wish to make in your company’s hiring process? Why?

 

 I have no changes I would make.

 

  1. What kind of questions do you ask candidates?  Why do you ask them?

 

I ask them about their past experience because that gives me an idea of their true experience in what they ACTUALLY did. I will ask them about their interests and background to put them at ease, break the ice, and to find some connecting points. I’ll make sure I don’t give them any false hope.

 

  1. What is more important: the resume content or the interview process? Why?

 

The interview process- because it will give you a more authentic feel for what they really know and have done. The resume could have been pilfered, etc.

 

  1. What resources do you use to recruit employees and advertise the open positions?

 

Social media. Indeed. Recruitment companies (for specialized positions).

 

  1. What do you do to remember thoughts and impressions of each individual applicant?

 

Take notes during the interview on the resume of the applicant. Write a few final thoughts after they leave. Sometimes I will give them a grade on a scale I have made.

 

  1. How do you maintain an unbiased and unprejudiced view of each candidate?

 

I don’t believe this is possible, it is just human nature that you gain impressions.

 

  1. What makes you qualified for this position?

 

Because I created the jobs and I get to decide who works them.

 

  1. What do you do to distinguish a good candidate from a great one?

 

I’m not sure if there is anything particular. I think you just have to use judgement based on the whole experience you have had. Some people come across as “wow, I want to work with this person”. Typically, they are articulate, professional, and respectful. It is a very subjective thing.

 

  1. What are the strengths of your hiring process? What are the weaknesses?

 

Strengths: We have developed a good screening tool that helps us get a ‘raw’ score of the candidates’ abilities.

Weakness: The one bias that can happen in the interview process is the persons’ looks. In some jobs it doesn’t matter (i.e. they are on the phone all day). A face-to-face interview can have that face bias to it.

 

 

This was really helpful. I will be looking to get a job soon and in my interviews I have a lot better idea of how to approach it. I feel like I know what they will be looking for. I don’t want to expose huge weaknesses and I want to appear very confident. I want to appear like they NEED me. 

Week 4 Reflection

1. What did you actually learned from the unit.

This week was a very interesting topic. We focused A LOT of team building. I thought it was an excellent point in the semester to focus on it. Although there weren’t any readings or lectures we learned from our studies. I learned about leadership and teamwork. In our group paper one member of my team shared this quote by Curtis E. Lamay, “No matter how well you apply the art of leadership, no matter how strong your unit or how high the moral of your men, if your leadership is not directed completely toward the mission, your leadership has failed”. We had to apply this and focus our work on our 12-15 page paper. Her quote highlighted it perfectly. 

2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

The team activity to write a paper together definitely influenced how I saw my team. It was unique in that we were collaborating on a paper about team collaboration. Almost ironic, isn’t it? Probably not by chance though. I felt proud of my team while I read their excerpts. They had put in so much thought and research into their studies. It honestly motivated me to work harder. It influenced the approach I had to teamwork. 

3. How you will utilize the information learned in your nursing practice.

How does this apply to nursing practice? Well, for one, we need to assess our teamwork frequently. Often, we skip this step and feelings and opinions that need to be shared get kept inside. This does no good for the team. I learned that team evaluations are necessary and plan to ensure that it happens in the work field. 

4. You personal feelings about the material covered.

I love teamwork. It is a fundamental part of my life. I have been on sports teams since I was 4 and I feel like my family is one big team. Also, I haven’t yet mentioned the interview we did. I love the insights I got from someone who actually hires people. It made me more comfortable with future interview that I might have. It also made me think about the focus I should take on interviews. I want to focus on showing them that I am a QUALIFIED team member; and one of the best they will ever have. 

Reflection on Week 3

1. What did you actually learned from the unit.

This unit opened my eyes to seeing interview experiences from the hiring manager and from the candidate. It also helped me refresh on some skills of interviewing. 

2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

One of the activities asked us to create questions to a hiring manager that we are interviewing. This caused me to think about what makes a good ‘hirer’. I reflected on my interview experiences and realized that I actually feel very strong about this subject. So, yes, it did change my opinion on this subject. I have had some AWFUL hirers. It seemed they had predisposed ideas and judgments of me. I have never felt that someone was completely unjudgmental at the first impression. It made me realize that I never want to be that person, or even allow that person to be in charge of hiring. 

3. How you will utilize the information learned in your nursing practice.

One of the biggest takeaways was understanding what the perfect candidate looks like from the hiring manager’s perspective. (Also, here in California they call them recruiters, so I will just use that). Up until now I have tried to think about how to be the best candidate and be my best. That is all good. What is even better is incorporating my insights about what the best candidate looks like from the recruiters perspective. Our case study helped me discover that. I want to help recruiters know that I will work great with their team and be a great contributor to the company. A lot of candidates can have the same degree, but they don’t have the same personality characteristics. I want to really try to bring out my wholesome self and my best characteristics. I want recruiters to know that I would be a great asset to the team and would help build the team unity. 

4. You personal feelings about the material covered.

I appreciate taking a different perspective on hiring and interviews. We went over this EXTENSIVELY last semester in the ASN. This was a helpful review, although some of the lectures were a bit slow and could be more concise. 

 

lastly, I wanted to include something great. When I moved here to CA I found a hospital that is my goal to work at. I joined their weekly subscription. This has been an awesome resource for me. See attached:

THE TALENT HUDDLE

 
Hi Michele, and welcome back to Issue # 1 of the Talent Huddle. If you’ve been following me on social media, you know that this week we’ve been building on my 5 Tips for Finding Your Ideal Job and focusing on planning and prep. The competition for jobs at top hospitals like Hoag is fierce, and with a new wave of Spring ’18 grads thrown into the mix, having a well thought out strategy will determine whether you’re a part of the 5% of applicants that get hired each year, or not.

Below you’ll find tips on how to increase your chances of getting an interview, and my advice on how to master it! I’ve also include a funny video on procrastination and a few links to apps and events going down this Father’s Day weekend in Orange County.

Enjoy!