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3 Strategies on Hiring the Best Talent for the Job

3 Strategies on Hiring the Best Talent for the Job

Eight Sample Interview Questions to Help You Hire the Right Person from the Start

Choosing and then losing your talent is one of business’s highest and most time consuming costs. Whether you are the owner, manager, HR Talent Recruiter or the CEO of your organization, the trials and search for the right people who will be productive, engaged members of your team may need a new approach.

I believe spending in 90% of your time finding and hiring the right candidate; while the other 10% of your time is ideally spent on firing or letting the unproductive member go.

In many cases, the reverse is true. I hear these excuses from management all too often:

  • “Give them another chance.”
  • “Maybe if I gave them more training.”
  • “I’m sure they’ll improve or change with more time (or more motivation).”

Before you start to wonder if you’ve made a mistake, let’s take a look at some ways to avoid the standard interview.

Here are three key principles that can help you hire the right person from the start:

  1. Be Creative

    Update your questions and throw in some curveballs that make the candidate think. Get to know them better. Take them on a short tour of the business and observe how they interact with the people you introduce them to.
    Does the person seem genuinely interested in the work of the company? How do they treat others with respect and equality?
    Perhaps sharing lunch at a restaurant will give you some details that will cinch that decision from your short list. Notice if they are polite, respectful, demonstrate good communication skills, or handle problems easily. Often a person’s behaviour and personality becomes clearer during a less formal environment.

  2. Have Clarity

    Know the job that is being filled. Not just the job description, but also the type of personality that will fit best in that department, the skills and behaviours that are required. Be clear on what training is provided and how they are evaluated.
    By knowing the organization’s values and priorities you can ask questions that will determine their values and whether there is a fit. Know the goals of the department’s supervisor so that you fully understand the job, the environment, the attitude and behaviours needed for the most ideal recruit.

  3. Create Unusual Interview Questions

    Ask questions that allow you to really KNOW the candidate.


    • How do you envision your ideal workweek? (If they have previous experience, then you can ask: “Tell me about your regular daily routine at your last job.”)
      You’ll discover what type of work environment or team dynamics help them to be most effective. You’ll learn how they approach their workday, how much autonomy and structure they had, and how passionate they were about their work.
    • Tell me how you have used your problem-solving skills and leadership in any capacity: work, school, or clubs? (This is a great question, particularly for those with little work experience.)
      Even if their skills aren’t an exact match for what they’ll be doing at your company, they may be able to tell a succinct story with a clear point where those communication skills will come in handy when the employee encounters a variety of challenges in the new role.
    • What would you do if you got behind schedule on your portion of a project?
      Their answer will give you some indication of their time management and problem-solving skills, as well as how they would seek advice or assistance to complete a task on time.
    • Give me an example of a situation when you worked in a diverse group with different opinions.
      The candidate’s answer may be a red flag if they did not have good examples of inclusive behavior and collaboration.
    • How do you like to receive feedback?
      You’ll discover the best way to communicate with them and whether or not they are sensitive to feedback, both positive and negative. Balancing this with your internal culture will be important and may need to be adjusted accordingly.
    • Can you tell me about a change or new idea that you wanted to get through at your last workplace (or class), but were met with resistance?
      You’ll learn how they deal with challenge and if they gave up or made it happen.
    • Imagine we’ve just hired you. What’s the most important thing on your to-do list on the first day of work?
      Their answer will give you a sense of organization, prioritization, judgment and decision-making skills.
    • Tell me what you would do with $50,000.
      This is a powerful question and its answer will determine what motivates the candidate and, if properly nudged through genuine conversation, will encourage the person to be more engaged, collaborative and valued.

With this type of approach to hiring new talent, you will find the perfect person who will make a great addition to the team!

About the Author, JoAnne Marlow, B. Comm., B. Ed., MA Leadership Principal

JoAnne Marlow

JoAnne Marlow is a leading authority, best selling author, and thought-leader in multi-generational communication and management systems. She offers CEOs and their managers the information and guidance they need to optimize their cross-generational employees' strengths and productivity to access their potential and achieve outstanding results.

Her latest book is available on Amazon: "25 Powerful Strategies to Hire and Successfully Retain Millennials".

Red Flags to Avoid When Outsourcing Your Business Needs

Red Flags to Avoid When Outsourcing your Business Needs. 11 Tips on Hiring the Perfect Dream Team Instead Of Wasting Time, Energy and Money on Duds

11 Tips on Hiring the Perfect Dream Team Instead Of Wasting Time, Energy and Money on Duds

While many entrepreneurs start their business handling everything themselves to get their business going, there comes a point in their business growth when it makes sense to outsource.  Whereas other entrepreneurs decide to get their business off the ground by outsourcing the help they need right away.

My first hire was a programmer and it was the best decision I ever made – by bringing him onto the team, it expanded my offerings to our clients in a big way. It also relieved me of the pressure of having to keep learning more advanced programming in the ever-evolving web development industry.

Having someone on my team who’s expertise was in programming made much better sense and I never stopped there where I now have experts in many fields on my team.

Hiring new team members can take many forms. You can hire someone as an employee, a contractor or a freelancer. Any of these options are a great way to get the help you need without having to hire full time help.

But when you are hiring new people, especially if they are strangers on the Internet, you do need to be careful.

Be careful when hiring new people for your team. Here's some tipsClick To Tweet

Below are some tips to avoid the hidden dangers of hiring new team members to be aware of:

  1. Handling of sensitive data. If you are sharing information such as logins, passwords, and bank information with a new member, not only do you need to be careful in how you share that sensitive information but also in what they do with it.

    For example, don’t Skype any kind of sensitive data, it’s not secure.  Even email can be tricky. And require they shred or dispose of that data properly to ensure it doesn’t get compromised on their end.

  2. Have them sign a non-disclose agreement. If you are sharing intellectual property with your team members, it’s important to get a signed agreement that states they agree not to disclose certain information outside of the team circle.

    You’d hate to think that your virtual assistant would take your new $5000 program and leak it to your competitor or worse yet, rebrand it and sell themselves.

  3. Get references. It’s important to speak to someone who has experience working with them to find out their work habits, ability to communicate, focus to detail, and turn-around times.

    In my experience, it takes a certain personality type to be able to work independently and reliably in a virtual team atmosphere. Not everyone can work efficiently outside of an office space.

  4. Hire someone who is in alignment with your company values. This is especially true if you are looking for an assistant who will be representing your company with the public or your clients.

    For instance if you are hiring someone to do social media for you or as a customer service liaison, they are acting as the voice of your company.  You want to be sure they conduct themselves in a professional manner that reflects your own values.

    Over the years I have witnessed how terribly bad this can go for clients who have hired assistants who have not represented their company very well.

  5. Avoid payment hassles. If you hire a freelancer from a website and they want you to pay them on the side, that’s a huge red flag that puts their integrity in question.

    Also make sure if you hire someone from another country that you can pay them through a safe method such as Pay Pal.  Also be clear on the exchange rate differences between countries and ensure you’re clear which currency you have to pay them in.

  6. Research this person. It’s always a safe practice to do some research on your candidate. Do a Google search and check them out on Social Media. You may uncover some shady dealings or inappropriate behaviours that would make the person a bad hire.
  7. Cheaper is not always better. In fact hiring someone more experienced at a higher rate will often result in higher quality work in a faster time. Think about this hire as a business investment, not a means to get cheap work done or your business could suffer.
  8. Review their portfolio. If the position warrants it, ask for writing or design samples to show the quality of their work. It’s important to know they have the work experience and skills they claim to have. Never assume what they’ve written on their bio or in their resume is 100% accurate.
  9. Try a test project first. Find a small way to first see how the process of working with this person goes. Having a good working relationship with someone is just as important as having someone with the skills to do the job.
  10. Set deadlines. When you work with someone virtually, you are at the mercy of their schedule (unless they are an employee). If they have a deadline on another project or a busy workload, your project may come last.

    Make sure the freelancer you work with communicates well on when you can expect completed work.

  11. Check for understanding. Before a resource gets too many hours into a project you want to make sure they have a good grasp on what you want.

    Checking on progress from time to time to review that their work is on target can save headaches, upset, and unnecessary fees for redoing work down the road.

By following these guidelines, you can then say “Bye Bye Cheap Freelancers, Hello Dream Team!” because that’s what you end up building – a dream team who is with you in the long-term that will help grow your business.

At evision Media, we are a full suite boutique agency that provides many different web and marketing services for our clients all under one roof.  Our experienced team can provide you the brand, website, and digital marketing support you need without having to find a new person for each of the areas you need help in.

Are you thinking of expanding your team so you don’t have to do it all yourself any longer? Or do you have any further insights to share on what to be aware of when hiring? Share in the comments section below!

To your success,

About the Author, Susan Friesen

Susan Friesen offering 10 Critical Questions You Must Ask to Get Maximum ResultsSusan Friesen, founder of the award-winning web development and digital marketing firm eVision Media, is a Web Specialist, Business & Marketing Consultant, and Social Media Advisor. She works with entrepreneurs who struggle with having the lack of knowledge, skill and support needed to create their online business presence.

As a result of working with Susan and her team, clients feel confident and relieved knowing their online marketing is in trustworthy and caring hands so they can focus on building their business with peace of mind at having a perfect support system in place to guide them every step of the way.

Visit www.ultimatewebsiteguide.ca and download your FREE "Ultimate Guide to Improving Your Website's Profitability - 10 Critical Questions You Must Ask to Get Maximum Results".