As part of our 3 Step Screening Process for Associates we must get the answers to these simple Associate Standard Interview Questions in addition to any questions your Associate Manager or Team Leader may have for you.

Resume's, and cover letters which tell us what you've done are helpful, but they just are not enough and don't tell us who you are.

We're more concerned with who you are, than we are with what you've done, because you haven't done what we do, and at this point in our re-birth and redevelopment, about the only mistake we could make is putting the wrong face out to our Clients, potential clients, or the public.

We have Clients that have been with us for 30 and 40 years and still do deals to this day. We've always had a Client For Life philosophy and they stay for a reason.

Staff roles, like our Programs are not for everyone, and not everyone will qualify. Qualified candidates will go through our 3 Step Screening Process prior to the preliminary selection to go through our Basic Training.

Standard Interview Questions for Associate Candidates are;

Since we're more concerned with who you are than with what you've done because you haven't done what we do, we'll play 'let's suppose' to help us learn more about who you are;

1.  Let's suppose we asked you to plan a dinner party for 5 people, you can invite any 5 people you want, with the stipulation that they would need to be people we would know, in other words, … famous people, people who have touched your life in some special way or whose accomplishments you admire, and let's say they can be any 5 people who ever walked the face of the earth, living or dead, we'll resurrect them for the day if needed, who would those 5 people be?

  2. Let's suppose a few years ago, you helped a colleague named Jamie find a job and you’ve been out of touch since then. All of a sudden, Jamie sends you an email introducing you to a potential business partner.

What's the most likely motivation behind Jamie’s email?

  3. Let's suppose something a little closer to reality; drawing from your previous experience, your likes, and dislikes if you could sit down and design for yourself the perfect position, what kind of position would that be?

What would you look for in it? What would be some of the most important things you would design into it?

Now let's suppose you found that position with an organization, in your first year learning your new position how much do you feel you would be worth to the organization?

Let's suppose in your second year you are teaching and training others what you learned in your first year, what do you feel you would be worth to the organization in your second year?

Let's suppose in your third year you achieved a management position and reached the upper end of the earning spectrum, what would you be worth to the organization in your third year?

Let's suppose in your third year you were called up on a hectic day to make 10 major snap decisions, looking back at those 10 snap decisions a week later, how many would you want to change?

end of 'Let's Suppose'

Final questions;