Page 8 - Yacht Crew Talent Acquisition Framework

36. The Worst Day-on-board:
Describe the one worst day of the year in the role to gauge the candidate's ability to cope with that scenario and suitability to manage this single day.
Interview Execution: Closure
37. Candidate Questions:
Allow ample time for the candidate to ask questions about the role, the yacht, and the team.
38. Next Steps:
Clearly explain the next steps in the hiring process.
39. Timeline:
Outline a clear timeline for decision making including further interview rounds (if applicable)
40. Thank You:
Thank the candidate for their time and reiterate your appreciation for their interest.
41. Follow-up:
Provide contact information for follow-up questions.
Post-interview: Evaluation and Scoring
42. Immediate Scoring:
Complete candidate scorecards immediately after the interview to capture fresh impressions.
43. Panel Consensus:
If a panel was involved, gather all scorecards and discuss candidate evaluations to reach a consensus.
44. Reference checks:
Conduct thorough reference checks to verify candidate information and gain valuable insights into their past performance, work ethic, and suitability for the yacht's environment.
45. Ranking:
Rank candidates based on their overall scores and suitability.
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