Hero Group AI Labs Episode 8 Interview Questions and Scoring Machine. Part 1 of 2

When I owned my marketing agency, I had to hire people. Some were full time roles like sales and support, and some were just contractors. But here's the problem. I'm terrible at it. I like everybody right away. I get nervous that they're not going to want to work for me. And I never know what questions to ask. Most of the time I think I'm more nervous than the candidate on the interview. And if you've ever hired the wrong person, then you know that it's not just expensive. It can poison the culture, it can slow production, and it can create some drama that you just can't afford. What made it worse is I just never really had any tools. Everything that you find online is some old generic blog post like sell me this pen for a salesperson or a list of questions that has nothing to do with your actual role or company. So today we're going to fix that. In this video, I'm building you the Collision Shop hiring Filter machine. It asks you a few questions about your shop's culture, the role that you're hiring for, and the real duties of the job. Then it generates a complete interview kit, A structured interview flow with 20 role specific questions with follow ups and red flags, a weighted scorecard that forces an objective decision and a reference check script mapped to that scorecard. If you want to stop guessing and start filtering, stay with me. By the end of this video, you'll have a hiring system that you can reuse for every role in your shop. Hey, I'm Tom and I'm back here in the HERO group AI labs. You know, as I said, I used to get really nervous interviewing candidates. Some of it was a lack of confidence in my ability to hire well. But mostly it was simple. I just didn't know what to ask. So I would do what everyone else does. I'd Google it. I'd read a bunch of five questions to ask every job candidate. Listicle type posts, maybe watch a YouTube video or two. And then I'd still walk into the interview with nothing. That actually helped me to figure out three things. Is this person any good at what they do? Are they a fit for the specific role in my business? And are they going to be a joy to work with or a problem? This was going to be a really long video. So I decided to break it into two parts. This is part one of a two part build. Part one, the collision shop hiring filter machine. And then part two is the 90 day new hire success machine where we turn that person that you just hired into a productive team. Member without creating more stress for you. So it's going to revolve around onboarding. So let's get to building part one. All right, so to make this one I was concerned that this video was going to take a while so I went ahead and pre wrote out all the stuff so you don't have to sit here and watch me type it. So I can just copy paste, copy paste. Because there's a lot involved in this one and I'm trying to keep the videos pretty tight. Concern that I take too long on these videos. So here's what I'm going to do. I'm going to go ahead and grab the prompt. We've got chat GPT already open here. Just gonna, I've got it in another screen. Okay. So I built this one for this video with a demo mode which will just have kind of an abbreviated answer set. The actual one that you'll, you'll get when you use the prompt is going to have a whole lot more questions in here for interviewing. But I just want to get you a flavor of what this thing will do for you. So I'm just going to pop this in here. Right. So it's going to break this out into five steps. So here's the first step and I already have pre written answers here. So answer in short bullets. Describe your shop. Pick the closer truth management style you know and you can, you can adjust all these things as you as needed in the prompt. It's easy to do but I'm just going to go ahead and grab my pre written answers here just to make it easy. Just copy paste, copy paste kind of thing. So now it's going to ask me for the role. I figured it might be good to just do like a body tech. You can do this for any position you want in the shop. It could be front office, it could be estimator, detailer, whatever you want. But I just picked a technician because shops are always hiring for tech. So I'm just going to drop that in here. So I just put technician with some basic job things and 60 day win. I just answered all the questions that it's asking here and the next one is going to be duties, job, duties. You can pause and read all these questions if you want. I'm going to try to make this a fast video. So duties and failure mode. So pick the duties for a mid level body tech. Choose 6 to 10. Again this is abbreviated. There's more of these on the actual prompt and then failure mode questions. So questions to ask that kind of indicate Their ability to handle some, you know, when things don't go right. So here we're just going to drop some answers in there. Okay, so this is the output and again this is in the demo mode. So it's going to be a lot less. It's just three to five bullets. But the real one does a whole lot more than these. But role summary 5 minute intro script weighted scorecard interview questions. So it's got now starting to build me out the questions here so that it's just making me 12 of these. We can kind of go through this really fast. So the role summary mid level tech does blueprinting tear down follows OEM procedures communicates when parts of damage broken team first accountable. There's a little intro script that you can say to kind of warm things up. Kind of gives you like a breakdown of how the interview flow should go here, how to kind of time the interview if you want weighted scorecard. So here's. And you can go in and change your scoring and how you want to do this. But if you want to just use the one out of the box, it's a weighted average based on, you know, these, these buckets of questions here. And then it's got interview questions like some on culture and character. You know, tell me about a time you disagreed with the shop process or sop. How'd you handle it? What was the outcome? And that gives you some ideas for strong answers, red flags. Tell me about a time you were under heavy pressure, you know, things like that. Right. So and then role and skill, process. Scenarios and judgment. You know, walk me through this, walk me through this. You know, so you can kind of get an idea of how the candidate is going to, how they would handle problems and objections. Reference check scripts. So here's the some of the things that we want to use to check our answers against and decision guideline scoring, what your range is for scoring. So all right, let me just drop in some answers to that and then. Okay. So I created the questions to ask in question four. Here's the answers. I put in the answers in here, gave some, you know, here's the question and here's some, some answers. Again this, this is just really abbreviated stuff that just for the purpose of this video. But so here's, here's the scorecard with evidence notes. So quality and rework discipline is one of the areas that I had the system want to check for. So evidence he owned a comeback, fixed it and added a checklist, blueprinting and teardown execution. So it's Giving me you know 18 out of 2510 out of 20 evidence not covered yet no tear down or walkthrough OEM procedure Procedure in here Adherence 6 out of 15 evidence mentions checklist but no OEM process example yet Documentation and communication Evidence uses photos to support supplement discussion once Clear prompt clear communications plan when parts delay 12 out of 15 again these are just made up answers to made up questions 12 out of 15 on reliability and accountability and a 7 out of 10 for teamwork under pressure Evidence Collaborative tone with estimator Frustration and lack of communications but not blame so they got a 65 out of 100 strengths with evidence snippets Ownership when something goes wrong in question 1 I owned it, I fixed it question 2 evidence based communication brought photos and explained why question number 5 coachability and self awareness Working on asking questions instead of getting annoyed Clear preference for feedback style which supports improvement direct to private risks and red flags with evidence snippets Impatient when plans change could turn into friction if unmanaged Strong sensitivity to communication gaps around parts could become a frustration on busy days Overall recommendation hold for the second interview Conditions to move to hire Confirmed teardown discipline OEM adherence habits and how they behave under pressure plus change hits so what this is saying is this is a good candidate but go to a second interview and here's what to focus on on the second interview and then targeted follow up questions to fill the gaps. Again I only ask for like 5 but this system when you use the prompt it'll crank out a whole bunch of these Question me through your blueprinting and teardown process from pull in to repair plan. Tell me about a time OEM procedures changed or repair approach. What did you do and how did you document it? Tell me about a time. Parts delays threatened cycle time Walk me through how you resequenced work and communicated. Tell me about a time you were behind and still prevented a comeback. What checks did you run? Tell me about a time your impatience showed up at work. What did you do in the moment and what changed after? I guarantee you that you guys aren't thinking to ask these kinds of questions, but this is the kind of stuff that this machine is going to pump out for you. Reference check focus max 4 bullets again comeback frequency and quality consistency over time Reliability attendance, punctuality, steady output attitude under change and patience adaptability, coachability behavioral fit snapshot Likely motivators two to three Clear plan and communication especially around parts Clear standards and direct feedback Solving problems with proof not opinions. So again this is what this is doing is it's finding, you know, I had mock questions and mock answers in here. So it's, it's scoring all this stuff here, behavioral foot snapshots. So you know, feedback, response, direct, private, standard based, confirm and fix the plan. And then also by the way, if you have any questions on any of these things, just ask chatgpt more of this stuff. I am using chat GPT 5.2 thinking but you know, any of these other models would work for this. So anyway, you get the idea. So here's the, the kind of the bullet point and then what the candidate said that relates to this. So evidence based and straightforward, you know, then you can even do something like, you know, should, should I hire this candidate? Hold for a second interview right now. Not an immediate hire. Based on what you have, the candidate shows two strong green flags. Ownership after a comeback and evidence based communication with photos. They also have a manageable risk flag, impatience when plans change. What you do not have yet is the core proof for this role in your shop. Teardown and blueprinting. Discipline, OEM adherence and how they protect momentum without shortcuts when parts or supplements stall hire only if they pass these checks the next round and then gives you the things to test for. So you could continue to ask ChatGPT at this point, you know, what are some questions I need to ask around that, how do I test for that? Just whatever the results, whatever your questions are beyond the results that it gives you back. So there you have it guys. Just wanted to show you the results in this demo mode. So this is a much more abbreviated version of what you'll actually get when you run this for yourself, when you run the true prompt. And you know, I could go through all the results and give you some commentary on it, but really on this particular one, the results are going to be specific to your shop, your culture, the role that you're hiring for and the kind of questions that you want to ask it. So you know, just know that this is going to provide all that for you. It's going to give you that framework that you need. That's a quick walkthrough of how to use it and how to respond to it and what's involved in the prompt. So hopefully this will help you hire that rockstar candidate that you're looking to hire next. And then join me on part two where we work on how to onboard that technician or that new hire and get them up to speed quickly and then check in with them 30, 60 and 90 days with a plan for what they should be accomplishing along the way and making sure that they're going to be successful in the role. See you on the next one.