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You can thank us later -12 tips for hiring the right person

It can be a daunting task to find the right employee to fill the vacant position your company has to offer. You want someone who can handle the responsibilities of the job and also have a personality that works well with your current employees and the overall culture of the company. So, how do you find the best person? To find out, we asked 12 contractors from the Young Entrepreneurs Council (YEC) the following:

"When evaluating potential new employees, what is your best advice for finding the right person to complement your existing team and help your business reach new heights?"


How to hire the right person

Here is what they said:

1. Ask a lot of questions

Ask a lot of detailed and precise questions that require sharp answers, not open questions that allow the candidate to constantly pontificate. For example, ask, "In your opinion, what techniques used or learned at (previous / current job) would facilitate your transition to X employment in your company?" – Kenneth Cucchia, Campus Credit

2. Interview for the intangibles

Intangibles allow you to know if your candidate will fit into your team and have a positive impact on your organization. The big mistake that many hiring managers make is based on a gut feeling to make that call. Develop specific interview questions that help illuminate these "soft" qualities and evaluate them through a rigorous process. In this way, you do not leave the opinion or luck. – Suneera Madhani, Fattmerchant

3. Look for similar state of mind

Our team consists of people who are gifted for what they do, and the experience when they come on board is secondary. In addition to the required knowledge, we seek empathy and a sense of social responsibility. Our interview process includes questions that give us insight into the mindset of the candidates. With minds similar to work, we have already grown considerably in recent years. – Derek Robinson, Top Notch Dezigns

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4. Take them to the cafe first

I always make the first screen of candidates for any post and I take them to the cafe. I find that doing this first meeting in a relaxed environment allows to know the person better. The first meeting is never an interview anyway. I use it to sell our business to the applicant and to select them according to the culture. I focus on questions to understand their values ​​and interests before skills. – Luke Liu, Albert

5. Research Chemistry Above All

When you are looking to hire someone new, I am looking for chemistry above all else. I want to make sure that I sympathize well with the person and that she mixes with the culture. I had to learn that the hard way. I had used to hiring based on knowledge and know-how, but I failed each time because I realized that you can be as smart as Bill Gates, but you do not have the chemistry to succeed. – Sweta Patel, start-up marketing of Silicon Valley

6. Use the Apple test

We have more than 80 people working remotely in 27 countries around the world. We have discovered that one of the most important things we are looking for is attention to detail. To test the attention to detail, I add a code phrase in the app, such as "Please include the word" apple "in the title of your email when you apply." This removes anyone who has not read the application. – Liam Martin,

7. Include your team in the hiring process

Regardless of the due diligence you have put in place, you will always find some misfits. Make sure your entire team, or at least all of your service, is part of the hiring process. Slowly, introducing a new member, first as an entrepreneur, is a great way to see how they fit in with your existing team. The worst thing you could do is discover that someone is not the right person right after the hiring process. – Ali Mahvan, Sharebert

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8. Place a bonus on Attitude

Despite the emphasis companies place on degrees and other "measurable", when evaluating new candidates, there is nothing more important than something deeply intangible : the attitude of a candidate. A person with a winning and dynamic attitude can not only find a way to do their job well, but it will elevate the rest of the team, and in turn, your business. – Adam Mendler, Beverly Hills Chairs

9. Look for a unique quality

I recommend that you determine what intangible proficiency is present in your most successful employees and try to determine whether or not this hired person represents that skill. For me, I am summed up in a single quality of "grain". That's to say, how good are you able to be upset and get up stronger than before. – Grayson Lafrenz, Power Digital Marketing

10. Let them ask the questions

After the initial introductions, I like to put the interview back to the candidate by asking him "so, what can I answer you for?" It's a simple test to see how they react to an unconventional situation and whether they are or not I came prepared with the search for the company, myself and the role. It's also the first glimpse that I have of their thinking and approaching an opportunity. – Jon Clark, Fuze SEO, LLC

11. Find out about friends, family and recreation

I believe that most people can learn any work, even if they have no experience. But teamwork, responsibility, honesty and willingness to learn can not be taught. My secret when hiring new employees has always been to ask them what they do during their free time. Play sports as a team, read books, spend time with family and friends – all this says a lot more about a person than what a resume can explain. – Esteban Kadamani, INFINITE WINDOWS LLC

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12. Find someone in your extended network

Ask other colleagues and contractors who have heard of someone with the specific qualifications you are looking for. I found that this technique was the best because it allows you to have "pre-selected" candidates, which saves you valuable time during recruitment. In addition, your entrepreneurial friends can already know the culture of your business so that they can point you to the right people. – Alejandro Rioja, Flux Chargers

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