Chieh Huang’s Ways on Sorting Out New Candidates

March 5, 20199:48 am
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According to many experts, hiring nowadays is more difficult than it was 10 years ago. Recruitment challenges that hiring manager face will depend on company size, needs, and multiple other factors. For example, companies might find it difficult to adapt to a new job market, tight competition amongst other companies, or to find quality candidates that fit the job requirements. Diversity and company culture also comes in one pack of hiring difficulties faced by many organisations.

Similarly, Jobvite survey revealed that staggering 95 percent recruiters anticipate job market to remain or get more competitive. Meanwhile, 30 percent recruiters report an average employee tenure of just 1-3 years, over quarter anticipating hiring 100+ people in next 12 months. Hiring such huge number of workers would be difficult without the right tools. Whereas, bringing in wrong candidates will put the company at risk of losing productivity as well as affecting the bottomline. Not to mention, the new hires might be disengaged in workplace, thus unable to fulfil the targeted goals within expected timeframe.

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However, when employees don’t work out, reason is rarely about incompetence. It is hiring manager who decided to hire that individuals so who should be blamed? No one should – It is personality, in particular, an inability to work well with others that makes them failed the job.

Chieh Huang, co-founder and CEO of Boxed, said that when you meet would-be hires, as the final interviewers, you should be clever enough to know which one is right and not. However, not only right or wrong, self-determination of work should also be counted. That’s why, it will not take long, 15 or 30 minutes approximately, to question your new hires whether they really fit in your company or not. Huang suggested to ask these 3 simple questions to quickly get the best out of the best candidates.

#1   Tell me about yourself, but you can’t mention anything that’s on your resume

This might be a bit difficult for candidates. As Huang says, “Some folks still go back to their resume. And sometimes, you get the opposite reaction.” Yet, many also talk about foods or travel that will lead to further questions such as “What’s the best or worst trip you have ever taken?”

All this questions matter because when looking for a new employee, you should look for attitude of curiosity and openness. It is a must-have trait. People who are unwilling to think beyond their job will end up struggling there. “In a company like ours, you are not just a cog in a machine. You need to do a little bit of everything,” Huang added.

#2   ‘Thought-provoking’ query to test how candidates think on the spot

Question like “Which country will be the first to make it illegal for humans to drive cars? And what year do you think it will happen?” is good to know how candidates think about the future. Huang aims such questions because he wants interviewed individuals to really consider issue before responding and blurt out. He says, “The only wrong answer is when people freeze up and say, ‘I don’t know’.”

#3    Rate knowledge of technology trends on a scale of 1 to 10

Those who rate themselves between 9 and 10 gets an instant red flag. “It is okay if you are an expert in certain things, but to be an expert in technology? The reality is, the whole industry is shifting and no one knows what’s going to happen in the next 10 years – no one. Folks who feel like they know everything are generally condescending to the people around them.” Thus, since the world is constantly changing, anyone who calls themselves a 9 or 10 is probably overhyping their know-how.

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