Every podcaster knows the importance of conducting good interviews. Learn the two important questions that you should bring up whenever you bring someone over to your company. The growth of your business is in the hands of the people in it, that is why it is very necessary that you get someone who has the same business vision and goals. Your business needs growth to survive, so take note of these interview questions the next time you’re hiring.
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We all know how important it is to interview people and hire people properly. A podcast doesn’t have to be long to be a good podcast. Here’s a shorty. What two questions to me are mandatory in any interview process? If we’re going to bring someone into this company, what are the two questions, especially if I’m the one talking to them, do I make sure I asked? Here’s number one. I’d set the stage and I’d say, “We’re a fast-growing company. We’re a four-time Inc. 5000 company. We are looking for people that understand that growth is not an option. We have to grow to survive, that things are going to change, this company is going to change, and we’re not looking for people that want to become comfortable. It is our hope that you’re here for a period of time and that someday you knock on our door and say, ‘I had this incredible idea. I want to go start my own business or this or that. I appreciate the time here.’”You can never let a winter go. Click To Tweet
We know that the odds of somebody coming here taking a position and holding that position for any long period of time is close to zero, and then we say, “Does that make sense?” They go, “It makes sense.” Here’s the question. Let’s say you were here three to five years and then all of a sudden you realize, “I’ve got to leave and start a business.” What business do you think you might start and why? Let me explain the relevance of this question. Number one, it sets the stage of us as a company and the psychology of growth, but that’s not what we’re looking for. What we’re looking for is to build the foundation because what we want to hear from them is, do they already have a preconceived idea for a business?
What type of mover, shaker and grower are they? Are they already thinking about starting a business? We need to know, are they entrepreneurial-minded? That’s the type of people we hire. What we can’t afford unless it’s accounting or a programmer, is the mindset of just sitting in a seat and knocking out a task. We’re looking for intuitive people that can think on their feet and think for themselves. You are going to find the most extraordinary answers come out of your next interviewee. It will tell you right now if this person is pre-built pre-wired to grow and kick some tail and work for you or are they just looking for a paycheck?
Number two and this is my favorite question of all time, “Outside of anything related to family or relationship, what is your greatest accomplishment to date?” and then you go quiet. You let them answer it. You don’t add anything more to the question. You’re going to see people squirm like never before because number one, they’ve never thought about it. Number two, nobody’s ever asked them and number three, you’re looking for the extraordinary answers of, “My proudest moment is X or this or that.” We all know the only predictor of the future is the past and to find a winner on your team, you have to place a winner on your team. How do you place a winner on your team? You interview and find winners based on that question. When you find a winner, you get them on your bus, and you worry about putting that person in the right seat on the bus later. You can never let a winner go. If you asked that question and they’re like, “I’m also proud of this,” and they’ve got all these accomplishments, they’re on the bus. I hope this helps. Take care.