The 12-Hour Interview

To hire our great team of caretakers requires a very detailed interview process. By using the following three steps, we have confidence that we are selecting only the best candidates, capable of delivering the high-quality experience that our clients (both pet and human) deserve.

Excite us: Signs of achievement

We love reaching out to perspective candidates who have a track record of success, so we always think critically before calling a candidate in for an interview: Do they have professional experience working with pets? Do they have a strong customer service background? Our Caregivers communicate with customers on a daily basis, so having refined customer service skills and pet care experience is essential. Do they appear dedicated? A high grade point average is a helpful indicator that a candidate has focus, but so is a successful background in athletics or the arts.

Tell us: Going the extra mile

Punctuality is critical because it’s a must-have in our business. We also pay close attention to nonverbal cues like: did they dress up for the interview? Do they appear enthusiastic and engaged? Additionally, we always ask: “Would you be willing to walk dogs for 4 hours in the freezing temperatures?” Nobody loves being in a blizzard, but this way we can evaluate their willingness to go the extra mile, even when the circumstances are tough. We ask this because our Caregivers have to truly love the pets they’re entrusted with. If they don’t, they’ll likely quit first time they’re faced with frigid temperatures. Asking straightforward questions right off the bat efficiently narrows the field of candidates.

Show us: 12 hours on the team

If the interview goes well, we then ask the candidate to join us for a full day on the job. Seeing how the potential candidate interacts in the working environment is often more definitive than the traditional interview setting. For example, anyone can tell us that they love animals, but seeing how one of our candidates actually interacts with one is far more valuable to us. We often take this post-interview process one step further and assign the candidate a project with no deadline. If they’re up until 3:00am working on it, we can safely assume that this dedication will remain once they’re hired.

Takeaway Points:

  • At Highrise Pet Care, we select only qualified and dedicated candidates to interview
  • We ask essential, job-specific questions to make sure they’ll fit in with our business
  • If all goes well, we invite the candidate to join us for a full day in our work environment