I am the type who ask my applicants about their work history during a job interview. I’d like to know if they have concerns over their previous jobs, or if they are the problem. Star players love to talk about their past employment experiences , they love to talk about their success and contributions to the company. This is a different case for those B players who would avoid talking about these things. So make it a point to ask these type of questions as part of doing effective job interview techniques.
Whenever I get the gut feel that they are not fit to work in my SEO company, I do not waste their time anymore. But that does not mean that I will not let them go through the interview process right away. I still give them a chance to answer few questions but that was it.
In the interview I start off with a detailed work history, we’ll talk about for each job the responsibilities, the major challenges, the accomplishments, what they liked most, what they liked least, reasons for leaving, the supervisors’ names, what was the strength of the supervisor and what were some of the weaknesses.
Do not forget to ask two important questions when you are in a job interviewing session. I remembered asking a candidate to pick one supervisor and tell me what they like the most and the least about the person. I also want to find out the reason that he enjoyed working for them. I take their answers as a clue about their personality as well as an idea on how they would want to be managed. That is why I also ask about their preference in terms of receiving a job, whether they want it to be granular in approach or just to have an overview of the specific task.
Another is about the way they learn SEO services – videos, books, diagrams? This is because we do a lot of tasks using Camtasia and ScreenFlow. We just want to be sure that they would be comfortable to get instructions and learn through the use of these screen recording software.
Questions like “What is your greatest strength?”, “If you have to choose, would you work alone in a task or with a team?”, “What is customer service?” These are my usual questions that I ask in random to test how they would really answer these questions if given in an unexpected order. Take note of their answers to these questions that you should include as part of your job interview techniques.
They must give me an idea that they care about customers in business. Part of their job is to make sure that they will over deliver to their customers because they are the ones who are putting food on the table. I get their thinking about this by asking a very broad question about business. I do this so that I will have an idea on how they will interpret the question based from their own experiences.
Do you want to hire people who are always driven and excited to do things for you? If so, then look for highly entrepreneurial people. This greatly benefits my business today because I got virtual assistants who truly cares about my business that they do their best to complete the tasks well. That is the main reason that you should only get these type of people in your team.
There are some more questions to ask these applicants in order to get the best person on your team. As for me, I take note of these job interview techniques in order for me to select the best people to work with. These are the same individuals that will help me succeed that is why I am careful in hiring them even if it takes time because I hire slowly, yet fire quickly if it is time to let go.
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