Have you been getting ready to organize a huge event? Are you worried about the event staff hiring process? If so, you are not alone.
Thanks to the pandemic, many 2020 and 2021 events have been rescheduled to the current year. According to some reports, up to 90% of weddings have been postponed to 2022.
Consequently, we are in the middle of a worldwide wedding boom. And finding available events staff is about to get tricky. Event planners on the search for staff are having to compete with the millions of weddings projected for 2022.
So, in all of the chaos, how can you find high-quality event staff? And how can you know that the staff will be a good fit for your event?
We have put together a list of seven interview questions to help you in the hiring process. This way, you can find the best possible staff for your event.
1. How Did You Get Involved in the Events World?
This is the perfect way to kick off an interview. By asking a candidate about their journey, you can get a feel for their personality.
Is the person reserved? Outgoing? Polite?
Pay close attention to how the candidate responds to your questions. This can give you an idea of how the person will interact with guests at the party.
If the candidate is extremely timid, they might not know how to respond to a chatty guest’s occasional questions. On the other hand, bawdy or overly extroverted candidates might try to join the party.
We recommend that you hire someone who is both confident and professional. A candidate with these qualities will respond to your questions politely and directly.
2. Why Are You Interested in Working Events for Us?
We know that this is an awkward question, as most people work for one reason: making money. However, this question is an easy way to find out what the candidate knows about your company or the event you are planning.
If a person knows something about your company, it shows that they’ve done their research. Knowledge of a certain element of the party – for example, the car-shaped ice luge – demonstrates a level of interest.
This sort of engagement shows that the person is invested in how your event turns out.
At the end of the day, you don’t want to hire folks who are disinterested in what you are planning. You want to look for candidates who are excited to put on an incredible event.
3. What Sort of Events Have You Worked in the Past?
This question is a great way to gauge someone’s level of experience. Has your candidate worked six events? Thirty? Or, years worth?
There’s no trouble hiring a few “green” candidates. In fact, the US Bureau of Labor expects the industry to see a lot of new candidates in the coming years.
According to the Bureau’s projections, employment in the area is expected to grow 18% in the next decade. In other words, you can expect to see a lot of new candidates at your coming interviews.
However, because of these changes, you will want to hire some event staff veterans. These more experienced candidates can help mentor some of the newer candidates.
They can also use their experience to keep the event running smoothly.
When it comes to experience, it is also important to inquire into the type of event that a candidate has contributed to. A company awards ceremony is different from a gala. And a holiday party is nothing like a Debutante Ball.
You want to hire at least a few people that understand the type of event that you are planning. That way, you can be sure that your staff understands the responsibilities involved in working a certain kind of event.
4. What Is a Challenge That You Faced at a Past Event? How Did You Handle It?
The answer to this question is very telling. The ugly truth is that events never go exactly as planned.
Guests show up late. Keynote speakers get lost on the way. Someone has too many glasses of champagne.
Knowing how to react to these situations is an essential skill. A candidate who is afraid of facing challenges might not be the most successful.
As you ask the question, study the candidate’s reaction. Does this person know how to stay calm in stressful situations? Or, does the person get easily frazzled?
We recommend that you hire someone who knows how to remain calm and act professionally, even in the face of an event’s disaster.
Another reason that we love this question is that it gives you some insight into the person’s role in a team. Is this candidate a leader among their peers? Or, do they look to someone else to give them instructions?
There is nothing wrong with hiring a more passive personality for this role. And, natural leaders are often a welcome part of the staff.
However, strong teams need some combination of leaders and followers to be successful. As a result, we recommend annotating each candidate’s personality type so that you can place compatible people on the same team.
5. What Is Your Availability? What Kinds of Other Commitments Do You Have Currently?
These days, this question is more important than ever. Because of the 2022 events boom, many event workers are way overcommitted. This explosion of work has left many people worn down and burned out.
At this point, it’s unlikely that you’ll find staff members who aren’t busy. However, the folks who are overworked will likely let you know.
Candidates who are working multiple events per day may not have the energy to take on another project. Those with time management issues might not deliver their best work.
If someone hints that they are a bit overcommitted, listen to them. They know their schedules better than anyone else. If they don’t think that they can keep up with their commitments, they probably can’t.
You can also discover a lot about a candidate by how they answer this question. Do they seem enthusiastic about having a full schedule? Do they seem pleasantly busy?
If so, this is a sign that a candidate can handle more commitments.
On the other hand, does a candidate seem worn-down or deflated? Do they huff and sigh at the thought of more work? If so, they might not be able to bring their best effort to your event.
6. How Can You Tell if an Event Was Successful?
Part of running a successful event is making sure that the whole staff is on the same page. Different people view the success of an event differently. And that’s okay.
However, when it comes to running one event together, it’s important for the entire team to be working towards a common goal.
When you ask this question, don’t judge your candidate’s response too harshly. Instead, take this question as an opportunity to open a conversation about your vision for the event.
After all, your events staff needs to know what goal they are working towards. And you can’t assume that everyone else will just know what your expectations are. So, take a moment to fill your candidate in.
What is the purpose of the event? How do you imagine the event going? Think about your answers to these questions and don’t be afraid to share this vision with the candidate.
If the candidate seems receptive and open to this vision, they might be a good fit for your team. If not, they may be happier working at another event.
7. Is There Anything Special That You Need to Get the Job Done?
Working relationships have to be reciprocal. Part of being a good boss is knowing how to help your staff feel prepared to succeed.
Asking this question can help you gain a better idea of what your staff needs to do a good job. Do they need to use a special planning app leading up to the event? Will they need a ten-minute break in the middle of the event?
Try to be accommodating. At the end of the day, you and the events staff are working towards the same thing: a successful event.
In order to make that happen, you need to equip your employees with the tools they need to perform at their best.
Hire an Event Staff Today
If you are looking for a team that would ace the above interview, you should get in touch with us.Auctus Agency has connections with 50,000 highly-qualified event staff located all across the United States. We will set you up with the best possible staff in no time. Just click here to inquire about our staffing services.
