Moxels takes a great deal of pride in the creative people behind its projects.
The team is carefully selected and cared for in order to give maximum return to our clients.
We will get through the steps we have taken to acquire and retain the top performers that walked our door and help you find, as well, the right people for your dream team.
Companies like Google, Facebook, Apple, Amazon… are all taking such steps to make sure the people they work with are the best fit to the company culture. Those people are, ultimately, the ones who define the values of a company.
So, it is of paramount necessity to have a team that dives with passion into finding solutions to complex societal problems. Such top tech companies receive countless résumés yearly, and you, as a company, as well might receive several applications weekly.
It is recommended that you have a good selection process to find these top performers that you don’t want to miss.
So, what is this process?
No, it’s not those well-known interview questions you Googled on Google.
In fact, this finely tuned hiring process goes way beyond rudimentary queries.
If you, too, want to work with the world’s top talents, try some of these secret hiring strategies we’re practicing.
1. Begin phone interviews 15 minutes early or 15 minutes late. Or don’t do it anymore.
Why? To find people who are always on standby.
Pretty much anyone can answer a series of probing questions when it is expected. But what happens if you call them when they’re not ready, still sleeping, in the gym, or on the toilet?
This is how the high performing companies find people who are ready for the job at any moment.
2. Make the interview schedule confusing and unpredictable.
Why? To find people who don’t need instructions on a daily basis.
Make sure the candidate has no idea what’s going to happen during the interview.
This indicates who will perform best when no one has any clue what’s going on.
3. Make sure some things go wrong during the presentation.
Why? To see how the candidate adapts to unexpected circumstances.
Purposely set up the candidate’s presentation in a room where the equipment doesn’t work. If the candidate is able to adjust to it and doesn’t mind being flexible, then that’s a good sign she’d be easy to work with.
Candidates who have a Plan B, Plan C and Plan D show the capacity to find solutions on the spot – that comes in extremely handy in high-pressure situations.
4. During the interview, make loads of incorrect assumptions.
Why? To find out the candidates who are easily annoyed.
If the candidate’s last job was at Google, say, “How long did you work for Facebook!?”. Take note of the candidate’s tone when he corrects you. Is he a jerk about it or is he cool?
This is how creative companies find out what a candidate would be like to work with when the sh*t inevitably hits the fan.
5. Ask the candidate to solve your own, specific problems.
Why? To see who is a man of action.
Companies often have candidates solve real problems currently facing.
This is a good way to see if the candidate comes round straightforward or tries different approaches.
Is he willing to roll up his sleeves right away, or will he shy away from it and stick to discussions only?
6. Frequently move the interview between different rooms.
Why? To see who is still excited, even when they’re uncomfortable.
Never let the job applicants get comfortable during the interview.
That’s how you find people who are uncomfortable, but still excited about the things they see in the company.
7. Ask the same questions over and over and over again.
Why? To test consistency.
Predictability is a good thing. During the interview, don’t worry about asking the same questions over and over again.
This is a great tool for testing candidate’s consistency. Candidates should only be wildly inconsistent with their answers, especially when they’re seeking senior roles.
8. Go for dual interviews with a good guy / bad guy vibe.
Why? To find the people who can multi-task under pressure.
Put the candidate in the middle of the room with interviewers at both ends of the table. Is the candidate able to simultaneously direct her attention to both interviewers while sufficiently answering each question at the same time?
Or is she clearly exhausted and wondering why she even agreed to this interview?
This is a great indicator of how the candidate will perform during a crunch.
9. Ask a question, then start typing very loudly.
Why? To find people who remain focused despite distractions.
Ask the candidate a question. Then, as soon as he starts to answer, start typing loudly. Apologize and say you’re “listening, just taking notes”. You could be taking notes, or you could be writing an email to your Santa Claus. It doesn’t matter.
Just see if the candidate can remain focused on the question or if he gets lost.
This will help you find the candidates who don’t let tiny distractions get in the way of finishing the job.
10. Three months later, call and offer the candidate a job she didn’t apply for.Why? To find people who are determined.
This is a great way to weed out people who obviously didn’t really want the job in the first place.
Does the candidate fight for the job he wanted? Does he take the offer because he thinks it’s the best he can get? Or does he turn it down because he already found another job months ago?
This tactic is a good way to find people who really are interested in your company and believe in its vision.
This procedure is no secret to our company, but it might be something new for the outcomes.
As there might be already a team of specialists, you want to bring in other like-minded people with similar proactive mindsets that will be a net benefit to all involved in the projects.
We hope you’ll find these tips useful, and we would like to know what approaches you have when it comes to finding the right people to work with.
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