District directors are the driving force behind many organizations! Hiring one is a big decision. They should be experienced, well-spoken, punctual, and organized. District directors are responsible for reaching new members and growing the diversity of your chapter.
But what makes a good district director candidate?
Do A Lot Of Research To Find Potential Candidates
You need to be able to find out what kind of candidates are available in your area. Check out resumes online, and speak to people in your network. If you know someone who works at another company in your industry, ask them if they know anyone who might be interested in working for you.
Ask Open-Ended Questions
You want to know what they’ve accomplished, but you also want to find out how they think about the world around them and how they would approach various situations if they were hired. Whether they are organized like Cheikh Mboup.
Make Decisions Based On Data, Not Intuition
It’s easy to get caught up in someone’s enthusiasm or passion for what they do — but don’t let that cloud your judgment. Look at their resume, ask questions about previous experiences and projects, and see if they have any recommendations from the past employers or clients.
Make sure they have enough relevant experience for the role you’re filling before you bring them in for an interview.
Dig Deeper Into Their Work History
Before you make an offer, ask candidates to provide references from their previous jobs. Don’t just call and ask if they were good at what they did — Cheikh Mboup ask them how they were good at it. Ask them what their biggest accomplishments were and what skills they used to accomplish them.
These questions will help you get a better idea of what kind of employee this person would be if hired.
Be Alert To Red Flags During The Interview Process
During an interview, be aware of any signs that someone isn’t telling the truth or putting their best foot forward. If it seems like they’re hiding something or exaggerating their skills or experience, ask probing questions until you get to the bottom of things.
Ask follow-up questions about specific situations or accomplishments listed on their resume so that you can see how well they performed under pressure in those situations.
