Tag Archives: employers

Interview Questions and Tips For Employers

Today we’re sharing interview tips for employers so that you can hone in on hiring the right candidates. 

We’ll also share some of the best interview questions to ask potential candidates.

We often hear from clients that it’s difficult to ensure they’re interviewing the right people with the right skillsets.

This can be even more challenging when a role has increasing levels of technical skills and requirements needed.

THINGS TO CONSIDER 

It can be easier to tell if somebody is a good cultural fit if you can have them interview with your team members.

You can tell if they would fit in with the culture or have the right personality if they do well with your team members.

It’s often difficult to determine if someone has the right skillset to be able to execute in the manner that you need.

We’ve heard many horror stories about candidates that interviewed really well, but weren’t a good fit.

Candidates can sell themselves and seem like they can do the job, when actually they don’t have what it takes.

However, when they start and get in the seat, it becomes clear that they are not the right fit.

Often they actually don’t have the skills or the experience needed to execute the job.

FINDING THE RIGHT CULTURAL FIT

Making a bad hire is a nightmare scenario for many companies and it’s a major waste of money and time.

It’s important that your process includes the right questions and steps needed to weed out the right hires.

READING AND SIFTING THROUGH RESUMES 

It all starts with making sure you have a good strategy for reviewing resumes.

Resumes come in many different forms and it’s important that not too much weight is put on them.

There’s likely a whole lot of someone’s experience that may not be on a resume.

Be careful not to lose out on people that could be good because you’re judging a book by its cover.

THE INTERVIEW STAGE

Once you get to the interview stage there are a lot of different strategies you can take.

This really depends on the type of role that you’re looking to fill.

ASKING THE RIGHT QUESTIONS

You want to have some general questions that are open ended or generic questions.

You never want to lead to witness.

Don’t want to ask questions like, “do you consider yourself a hard worker?”

The answer is always going to be yes.

You also don’t want to ask;

“Do you have experience with this software?” Or “Do you have experience with this type of industry?”

It’s too easy of a yes or no question for a candid answer.

You’ll likely get yeses even if the person doesn’t have that experience.

They might not have the experience that you need, so you haven’t really learned anything in this situation.

Ask open ended questions like;

“Tell me about the client experience you have” or, “tell me about the different software you’ve used?”

These open ended questions leave them having to fill in the blanks versus just telling you what you want to hear.

You can also pose hypothetical situations and ask them what they would do in certain situations.

You want to know how they would handle if something happened or if they needed to produce an outcome.

There is a way to get into their head about their thought process and how they would deal with certain situations.

ASKING MORE TECHNICAL QUESTIONS

You can start to get more technical with the role and hear how they would use certain technical things.

Another useful question is to ask about some major challenges that they have been faced with.

Listen to what someone considers a challenge and how they would deal with that challenge.

Knowing how they dealt with the challenge will give you a lot of insight into that person.

FINDING THE RIGHT SKILLSET 

At some point in your interview process, you should think about having a way to test their skills.

This is easy with technical type positions such as a developer, programmer or a coder.

You can easily devise a test that shows people’s coding or development capabilities, or lack thereof.

This becomes a little more challenging when you’re dealing with people on the marketing and sales side of things.

There are still ways to devise a simple project, case study, or presentation for them to do.

Think about what this person will be doing daily and what kind of skills they need to have.

Your process should allow them to demonstrate that they can do what you need, and how they would do it.

FINDING THE RIGHT PERSONALITY

Many companies are now integrating personality assessments in their hiring process which can be very useful.

A Disk Assessment, Talent Plus or the large variety of other talent assessment consulting companies are all resources.

These tests can tell you a lot about someone’s personality and how they may fit and work within your company.

The important thing is to take all the information from them with a grain of salt.

Don’t put too much weight on these tests as they’re standardized.

There is never a substitute for talking to people and feeling them out personally.

The level of usefulness of these assessments has a limit.

You need to make sure you’re responsible for how you use them.

IN CONCLUSION

At the end of the day there is a lot that can be done to design an effective interview process.

Your process should determine if a candidate is a fit culturally and for the hard and tactical skills needed.

There are different strategies to take depending on what kind of role you’re looking to fill.

Whether the role is technical, sales related, marketing, creative, etc., you want to be able to hone in on what you need.

It’s important to keep that in mind as you design whatever process you put those people through.

You want to design a process to be effective, as the impacts of making a bad hire can be severe and debilitating.


Here are some more steps and details to consider in your hiring process:  https://bit.ly/2EW0l3r

Hiring Remote, Partial Remote, and Telecommute Workers

Today we’re talking about the pros and cons of hiring remote workers or employing remote or telecommute workers.

It’s important to keep in mind that all businesses are different and this may not work for everyone.

Some businesses are prone to work very well with remote workers while others are not designed to have remote teams.

It’s important to pay attention to this because if your business is a good candidate for remote workers, you can greatly benefit.

If your business is not conducive to hiring remote workers this article may not be relevant to you.

If you want to consider this, you’ll need to see what changes you can make to take advantage of remote workers.

REMOTE WORKERS ARE TRENDING

There is currently a large trend for candidates that are interested in the ability to work remote or partially remote.

Many people nowadays are putting much more emphasis on their work-life balance.

Being able to work remote offers people the flexibility to have their work-life schedule be more balanced.

Many people also work better remote then they do in an office environment.

The office environment can often have many distractions with other coworkers or other things going on.

This of course depends on your office culture, office environment and the type of people that you hire.

Many extremely talented people who are at the top of their field are only interested in working with this flexibility.

THINGS TO CONSIDER WHEN HIRING REMOTE

Being open to hiring remote workers opens you up to a segment of the market that you may be missing out on.

If you are thinking of hiring remote workers, you have to consider how that will fit into your existing culture.

If your existing culture is one where everyone is in the office and then you hire someone remote, this could cause friction.

You could produce dissension in the ranks of your employees who might feel left out or jealous if the new person gets to work remote but they don’t.

TRANSITIONING TO HAVING REMOTE WORKERS

If you’re considering taking this on, you want to take inventory on whether your current employees can work remote.

Perhaps you make working remote more like a benefit to be attained if someone reaches certain KPI’s or metrics.

Many sales people are extremely effective working remote.

WHICH POSITIONS WORK BEST REMOTELY

If someone travels a lot and they’re mostly on site with clients, there really is no need to have them in office.

 You can benefit greatly from a rockstar sales person being somewhere else in the country.

Customer service folks and account management people also function very well in a remote capacity.

Believe it or not, accounting folks and financial people can also work very well remote.

You might want to think about having your internal financial people working remote as well.

WHO IS THE RIGHT FIT FOR REMOTE WORK

When hiring remote you shoud know if they are the kind of personality that’s productive in a remote function.

There are many people who if left to their own devices will not get the work done that needs to get done.

If you have those kind of people working remote you will see a slump in productivity.

Your people should know that their ability to work remote goes hand-in-hand with the results they are on the hook to produce.

In other words working remote should be slated more like a privilege or a benefit that is earned rather than a “right.”

Another trick to hiring a solid remote employee is hiring someone who has been successful working remote in the past.

THE BEST OF BOTH WORLDS

There’s also incorporate partial telecommuting where your team is in the office 3-4 days and remote 1-2 days a week.

This model can provide the best of both worlds for you and your employees.

Then you can accomplish the things you need with the team together and have the balance of working remote some days.

This is a very common model that’s being adopted by many companies and is being extremely successful.

This model works if all of your employees are local as you’ll need them in the office together certain days of the week.

CONCLUSION

Look at remote and telecommute working as a way to tap into a segment of the market with more great talent.

This is a segment of the market that is growing as more and more people are looking for that work-life balance.

More and more people are looking for the ability to have flexibility around their work schedules.

Many of these types of people can be extremely high producers and will produce better with this type of flexibility.

As managers it’s important for us to focus on hiring the right personalities that can work well autonomously.

This can be more productive for managers also, not having to control and micromanage everybody.

You owe it to yourself to explore this a bit further and see if it’s something that can work for your business.

RECRUITING REMOTE WORKERS

If you are going to go after remote workers it may be challenging from a recruiting perspective.

Recruiting firms like us are extremely solid resources for being able to tap into other markets for remote work.

Remember, the challenge will be instead of just recruiting in your city you’re going to be recruiting nationwide.

You may even be just recruiting in certain times zones.

Your pool of people to reach out to is going to increase dramatically.

You will need to have a strategy for how to tap into those markets and find the best talent.

Keep in mind that it will likely take a lot of volume, so leaning on a recruiter can be a very valuable resource for tapping into that market.


Here are some great tools for increasing your team’s productivity:

https://bit.ly/2Aj4qrY


 

Recruiting Marketing and Sales Candidates in Seattle

RECRUITING IN SEATTLE

Today’s post is about recruiting Marketing, Media, PR and Sales professionals in the Seattle market.

Seattle is currently a fast growing market, especially in the technology space.

Many people think that Seattle is going to be the next Silicon Valley with a lot of technology based companies being started.

We may also see established companies moving and opening up offices in the Seattle area.

A TOUGH MARKET TO FILL

Seattle has challenges from a recruiting perspective and often times will require additional help.

Companies may either use internal recruiting efforts or hire outside firms.

It’s important to know when you need to get extra help for finding specific talent.

The need for talent is extremely high as the market expands and therefore is becoming very competitive.

LOCATION, LOCATION, LOCATION

In order to compete there are certain things that you can do from a recruiting perspective.

Seattle is a great market to offer relocation in the Pacific Northwest and is even attractive from the Midwest.

It is an attractive city and many people, especially the millennial generation, are interested in moving to a city like Seattle.

Seattle offers a lot of outdoor recreation as well as career growth.

It is a smaller market and recruiting only within Seattle can be challenging.

This is another reason to be open to hiring and relocating candidates from other parts of the country.

Portland is a great market to poach people from, as well as Southern California.

The Bay area, Los Angeles, Orange County and San Diego are all great markets to pull talent from, as well as Denver and Chicago.

HIRING REMOTE

If you’re not able to relocate people it’s a good idea to be open to remote workers.

Tapping into the remote work force is great for any company, especially those in smaller markets like Seattle.

Another challenge in Seattle can be the commute due to the geography and traffic in the city.

An already small market can be dropped even further depending on where your company is located and where your talent is located.

This is again another reason to be open to remote or partial remote workers.

If you’re able to find local talent that is partial remote you’re more likely to find folks who would otherwise not be interested.

DEFINE YOUR CULTURE

It’s important to differentiate yourself from your competition.

Your company should have a defined culture with structures and processes put in place that engender the growth of that company. 

You want to be able to communicate that culture and appeal to prospective employees.

Having a strong employer brand is critical now more than ever for attracting the right talent.

Offering benefits like parking passes or other perks will also make it easier for local talent to get to your location.

IN CONCLUSION

Seattle is an excellent market to be in right now.

It’s attracting a lot of talented individuals that you will be able to tap into for your business.

At the same time, more companies are moving to the area and this means more potential competitors for you and your business.

Some of these things can increase your costs, but at the end of the day should also increase your bottom line.

These factors can give you a fighting chance to beating out your competition.

Being open to remote workers and relocating people to your company greatly gives you an advantage for finding good talent.

It’s important to take the necessary steps to have your business compete and your employer brand be one that differentiates you from your competitors.

At the end of the day your employees are what make up your company and it’s critical that you do everything you can to hire and attract the best talent.


Seattle is trending as the decade’s fastest growing city in the US.

Read about it here: https://bit.ly/2km1hSB