How to recruit the perfect team? Tips from HR and CEO

Okay, nothing in our world is perfect and this headline looks like clickbait. But the whole company’s work depends on the team, and it is better to be united and strong. And a business owner who carefully selects people for his staff is always one step ahead. We asked recruiters from different companies about how to look for dream candidates for your team.

How headhunters choose people

HR professionals use various tools to find the “right” person. For example, a suitable candidate must fit the competency model. This means a set of abilities and personal qualities that help a specialist solve the company’s problems. In addition, a big plus for HR will be the presence of an experienced candidate with success cases. The more a person talks about successful projects, the higher the likelihood that he will get the desired position. Ideally, the applicant tells the case and his function in the project.

About questions

Each company has its own script for conducting an interview, but there is also a typical pool of questions that are customary to ask in an interview. It is unlikely that a recruiter will be interested in the personal life and dating of the applicant. But the previous work experience in each company, participation in projects, and the results achieved are just what you need to talk about first of all. Sometimes they are asked to tell in numbers about the indicators that have been achieved, so the HR specialist can approximately understand the candidate’s performance. To find out how loyal a person is to the previous employer and whether he adheres to corporate ethics, the recruiter will ask why the applicant left the previous job. Sometimes they ask about other offers to the applicant, for example, to offer a better job option or to speed up the interview stages. And of course, you should not forget about the candidate himself and find out why the person is interested in the vacancy, and how he sees his development in the company.

Thank you, but you are not suitable for us

Which candidate will definitely not get a job? Of course, the one with little experience (unless it’s a junior specialist vacancy). But it’s also better to look at other applicants if the potential candidate’s soft skills do not match the company’s competency model. Inadequacy in behavior and non-compliance with agreements also undermine the credibility of the candidate, who in this case is better off looking for another company. In some cases, you can ask for testimonials from previous employers. Naturally, if they are negative, it is unlikely that a person will be able to bring positive changes to the team. Well, in the age of digitalization of social networks photos of “half-naked philosophers” or inappropriate statements (for example, racist ones) will definitely not make life easier for the company. In this case, the recruiter will definitely say “no”.

What is good for an affiliate manager

If we talk about an affiliate’s resume, then depending on the level of competencies, the requirements will be different. Ideally, a junior specialist needs at least experience in working with clients or in client service: account manager, customer support, sales, and more. For those who aim for the position of middle or senior, experience in PP, various verticals, and niches are required.

Where to interview

Interview remotely or in the office? It’s up to the company to decide. Life during lockdowns has made its own adjustments. Most recruiters conduct their initial interviews online. It’s faster and more convenient. But the final meeting before signing is better offline, especially getting to know the team and potential leader. Of course, if a potential employee is in another country, then you can do without a meeting in the office, but even in this case, you can organize a business trip or meet at a professional event.

Dealt with recruiters. But no matter what the professional headhunter is, the CEO always makes the final decision. Everad CEO Alexander Yasyukovich was asked what he starts from when choosing the right candidate.

At the interview, I always look at soft skills and basic knowledge. First of all, the candidate must fit our team according to the competency model and understand some niche. For example, I will hire a strong marketer, who can then be easily taught the nuances of the affiliate marketing niche. If we talk about the position of an affiliate manager, it is important that his resume has experience working with clients and also great communication skills.

The first thing I ask at an interview is how a person can be useful to our team. I often ask this question at the second interview, when the candidate understands our goals and objectives, and can also imagine himself as an employee. I also ask about the biggest fuck-ups in a career, an employee should be able to admit his mistakes and adequately talk about them. And, of course, I will ask a question about projects that a person is proud of. A good candidate always has a few good cases in store. The applicant who is not sincere with me will receive a refusal. Deception and exaggeration do not bode well.

And yet: is the ideal team a myth or a reality? Tell us how you choose employees and what life hacks you use to find the “right” candidate.