Recruitment day is always an exciting one, especially when you're building a team like this. Before I tell you how the day went, let me explain the structure of the recruitment process.
When you're looking for a team of tour guides, there are certain skills you need to find - without sounding too much like Liam Neeson. First, I need to know that candidates can learn a script. The whole job is built around being able to learn and retain the stories of the city. Next, I need to know they can stand confidently in front of a room - or, more accurately, a street - full of people they've never met and speak with confidence, energy, and enthusiasm. Finally, I need to know they can tell a story.
And by telling a story, I don't mean sitting around a table with your mates recounting what happened on a night out. I mean being able to paint a picture so vividly that the audience can imagine exactly what you're describing. Just as importantly, I want to see that they enjoy doing it. If you're not having fun telling the story, the people listening won't enjoy it either. Energy is infectious, and so is enthusiasm.
I run recruitment days as workshops rather than traditional one-to-one interviews. Most of the basic skills and experience can already be seen on a CV, and I always appreciate a good cover letter. In fact, it surprises me how few people send one. A cover letter is a chance to show personality and stand out beyond academic qualifications or previous job titles.
There is still an interview element, but it's conducted as a group discussion. We work through questions together, which creates a much more relaxed atmosphere. It allows me to follow up on interesting answers, ask someone to expand on a point, or encourage quieter candidates to contribute. Traditional one-to-one interviews can be difficult for both the interviewer and the interviewee. By creating a more informal environment, people tend to relax and show more of who they really are.
It also gives me an opportunity to see how candidates communicate in front of strangers—something they'll be doing multiple times a day on the Royal Mile rather than in a meeting room.
The final part of the day is a presentation. Each candidate is given a different script to learn and perform in front of the group. I deliberately give everyone a different piece so nobody spends the day worrying about comparing themselves to someone delivering the exact same material.
This exercise tells me almost everything I need to know. Can they learn a script? Can they present confidently in front of a group? Can they engage an audience? Can they bring a story to life? Ultimately, it is the closest thing to seeing what they'll actually be like out on tour.
Overall, it was a successful day. We had a few cancellations and no-shows, which is unfortunately fairly normal in recruitment, but we still had a strong turnout. More importantly, we found what we believe is a fantastic group of people to join the team.
I'm looking forward to getting them started and seeing them develop into outstanding guides.
Our guests trust us with a small part of their Edinburgh experience, and often only have a few days in the city. Finding guides who can inform, entertain and create memorable moments is therefore one of the most important things we do.