Start-up companies Note: 7 Interview questions help you recruit the right people

Whether your business is a 2-person start-up from the garage or a big business with 500 employees, one thing is common: you should focus on hiring, never hire "almost" people, and wait until the best people show up. It's painful to wait for the perfect candidate, but in the long run the company can save you time, money and keep you sane. Hire talented people who can understand your ideas and turn them into reality. And the wrong people, when the enterprise development, you will find within the company has formed a general generation of corporate culture, employees to work, and will not be as energetic as you. So how do you make sure you get the right person? During the interview, ask the following seven questions: 1, what do you like about our company? And how do you plan to change it? There are two dimensions to this problem. First, you can see how a candidate will describe what they dislike. Are they going to give a solution directly after they talk about the problem, or will they tell you that your business is perfect in reality, but it may not? Those who spend 5% of their time talking about problems and 95% talking about solutions are exactly what you are looking for. By asking them how they will change their dislike, you will have a chance to understand how the candidate solves the problem. Excellent employees can solve problems quickly and rely on themselves. 2. Which book did you read recently? Passionate people improve their skills by reading or listening to audio books. Whether this book is about specific skills, such as sales and marketing, or about self-improvement, that doesn't matter, it's a good sign. If they read novels, or have not read educational books recently, recruiters should turn on the red light. The talents are always improving themselves, and the wise are always learning and drawing new information. 3. Tell me about a problem you need to solve in your current job. What is your solution? This question will help you understand whether the candidate has the ability to solve problems and to think creatively. Do they give a thoughtful solution or just kick the problem to someone else? 4, in your career, which one is you the most proud of? This question helps you to understand how they behave and how they define success. For example, if they have worked in a previous company for 12 years, but the biggest achievement is only a quarter of the sales target, then this person may not be called the elite. On the other hand, if the person gets a five promotion in their original position within two years, you already have a talent at hand. 5. Have you ever had any team sports before? People who do team sports such as basketball, football and boating are working very hard to focus on achieving goals and being healthy, which helps their minds stay at their peak. In general, they will also be good communicators, able to cope with stress and perform well in team activities. 6, Your LoveOkay, what is it? Balance is an important part of success, and I find that excellence can perform well in most areas, including fitness, interpersonal and learning in life. For example, if a person says he goes to the gym three times a week and is a volunteer in Saturday and is learning to play the piano for boredom, it's reasonable to say that this person values success, goal setting and constantly seeking self-improvement. This will translate into their work. 7. "I am not quite sure whether you are qualified for this position ..." Some posts need to keep hearing of other people's rejections, such as salespeople or sales leaders, which are especially effective when you hire a strong personality for such jobs. This sentence is more like a comment than a question, after you simply say this sentence, the applicant will have three responses. They choose to skip over, endorse and continue, or try to convince you by giving them the benefits of hiring them, and focus on the main reason why you can't afford to hire them. These problems are not the best way to hire people, but they can help recruiters better determine who is better suited to the needs of the job and the ability to succeed in their respective positions. In addition to presenting these questions, never overlook your intuition in the interview. If it doesn't feel right, or if you're not sure if you should hire someone, say no. It will take a long time to hire a talent, but what you want is for everyone in the company to be competent, not just because it's the right time.