8 questions to ask when recruiting your event staff

8 questions to ask when recruiting your event staff

You will be ready to take on any event chal­lenge if you have the right team at your side. It will be your secret weapon in the face of any unfore­seen event plan­ning sit­u­a­tion: threat­en­ing weath­er a few days before the event, falling tick­et sales, a pow­er cut on the day, etc. Make sure you hire the right peo­ple to put togeth­er a qual­i­ty team that will nev­er dis­ap­point you and will always get the job done. To do this, here are 8 ques­tions you should ask at every recruit­ment interview.

1. Can you give an example of a work situation in which you have dealt with a major upheaval?

A sup­pli­er can­cels, rain floods your venue, a head­lin­er miss­es his plane… There are so many unpre­dictable sit­u­a­tions for an event plan­ner that every­thing can be turned upside down in the blink of an eye. So, you should look for peo­ple who don’t break down when plans change. You need a flex­i­ble staff team that can switch to plan B in no time at all.

If a can­di­date is able to tell you how he or she reversed a chaot­ic sit­u­a­tion dur­ing an event, then he or she is the one.

2. Have you ever been part of a project requiring both individual and team work?

Com­mu­ni­ca­tion is essen­tial for a suc­cess­ful event. There are so many ele­ments that change by the minute dur­ing an event that you need to make sure your teams are autonomous on their assign­ments. Each mem­ber must also inform the oth­ers of the key ele­ments that are nec­es­sary for every­one to make informed decisions.

A good can­di­date must show you how he or she has been able to lead a project from A to Z in the past, with impor­tant indi­vid­ual assign­ments with­in a tight­ly knit team.

3. Why are you interested in events?

There is no doubt that the event indus­try is a spe­cial world, and choos­ing it as your pro­fes­sion requires spe­cif­ic qual­i­ties.

Typ­i­cal­ly, peo­ple who work in the event indus­try start­ed as vol­un­teers, as high school or uni­ver­si­ty stu­dents. As they know, you have to be able to phys­i­cal­ly and men­tal­ly endure over time because the hours spent prepar­ing an event can­not be counted.

Recruit peo­ple who have a real inter­est in the event indus­try. If not, they will tend to get dis­cour­aged quick­ly and not live up to your expec­ta­tions. This lit­tle spark can be seen in their eyes or in the way they talk about their event projects.

4. Have you ever used event-related technological tools?

Whether your can­di­dates are com­fort­able with your tools or com­plete­ly new to them, they should be enthu­si­as­tic about learn­ing how to use new tech­nolo­gies. Tools tend to evolve quick­ly so it is not essen­tial that can­di­dates know them inside out, but they should be able to learn how to use new apps or sup­ports on a reg­u­lar basis. If one mem­ber of your team does not mas­ter a tool that every­one else does, it may be detri­men­tal to the whole group.

If a can­di­date has not yet mas­tered your tools, ask them to tell you how it went for them the last time they had to learn how to use one in a pro­fes­sion­al — or even per­son­al — setting.

5. Have you ever experienced failure at an event? What would you change if you had to do it again?

Fail­ure allows peo­ple to learn, but your team mem­bers must not total­ly crack under the pres­sure of an event — and if they do, they must be able to pull them­selves togeth­er to move on.

Assess your can­di­dates’ abil­i­ty to man­age stress by ask­ing them this ques­tion. It will allow you to analyse their lev­el of detach­ment, how they han­dle con­flict, and how they stay calm when things don’t go as planned.

6. Have you ever gone over budget for an event? How did you manage this?

The bud­get of an event is sen­si­tive data for an event organ­is­er. It can lead to the suc­cess or fail­ure of an event.

You don’t need to hire char­tered accoun­tants on your staff, but you do need some­one who can keep track of your expens­es, nego­ti­ate with sup­pli­ers, and take your bud­get seriously.

7. How do you measure the success of an event?

The suc­cess of an event is mea­sured dif­fer­ent­ly by dif­fer­ent peo­ple and organ­i­sa­tions. For you, suc­cess may mean that a cer­tain num­ber of peo­ple came to your event or that you achieved a cer­tain rev­enue. For your spon­sors or part­ners, suc­cess can mean that they have achieved a good return on their invest­ment. And for your atten­dees, suc­cess means a great experience.

Your ide­al can­di­date must be able to under­stand the dif­fer­ent lev­els of suc­cess of your event and be able to work to ensure that every stake­hold­er benefits.

8. What are the first tasks you perform at the launch of an event?

There are nev­er enough hours in an event plan­ner’s day. Ask­ing a time man­age­ment ques­tion will help you under­stand how can­di­dates man­age their pri­or­i­ties. Make sure that their vision match­es yours or that they can at least cohab­i­tate. This will avoid poten­tial future friction.

Recruit­ing staff you trust is one of the most dif­fi­cult tasks you face when organ­is­ing an event. As for the rest, make your life eas­i­er by opt­ing for an all-in-one tick­et­ing solu­tion wor­thy of your event. Then enjoy smooth access con­trol — or even a cash­less pay­ment sys­tem. Dis­cov­er all the fea­tures of our solu­tions by click­ing on the but­ton below:

Plan­ning an event

Share this article