Five great entrepreneurs have made known how is the selection process they develop when hiring new talent for their companies. And it is that working for companies such as Airbnb, Amazon, PayPal, Yashi and Warby Parker may seem to be within reach of a few, but, as reflected in the responses of these CEOs, it is only a combination of knowledge and, above all, attitude.
The processes of selection of new professional profiles are complex processes since it depends on the needs and routines developed by the contracting company. There are no exact formulas, but what seems inevitable is the interview process, since it is what puts the company in direct contact with the candidates.
It is at these times that recruiters observe the applicant, beyond their achievements and knowledge, so many human resources experts agree that the attitude in them is an added value that often exceeds a possible low valuation in their initial profile.
Likewise, the answers given to the questions posed are key when identifying aspects linked to the personality of the candidate and that may fit the needs posed by the position offered. In this sense, an article published in Business Insider has revealed what are the approaches from which start five CEOs who are at the top of the business landscape.
Thus, according to the article, Brian Chesky, CEO of Airbnb, is usually interested in interviews for the lives of job applicants. In this regard, he asks about the achievements, linked to providing solutions to simple problems. In fact, in statements to the New York Times in 2014 he confessed that he usually asks people to summarize their lives in three minutes, in order to discover the formative decisions and experiences that influenced them to turn them into who they are personally and professionally.
Neil Blumenthal of Warby Parker, however, likes to 'dislodge' the interviewees. To do this, he asks questions that do not have a deep base, such as the type of clothes he used for the last time. The key here is to know which cultural adjustment the candidate has if he is flexible if he knows how to work in a humorous way.
On the other hand, Jeff Bezos, from Amazon, questions the candidates about responsibility. In this sense, and following the strategy of many managers, he asks questions that will make the candidates unable to answer them with their previously rehearsed speeches.
In addition, it seems that, beyond the past triumphs, the candidates explain how they have responded (or respond) to demanding daily situations - such as dealing with combatant commanders or working under seemingly unfair terms - in order to see if they are "problem solver" creatives or collaborators oriented to results.
The multi-millionaire co-founder of PayPal, Peter Thiel, also liked to find candidates who were willing to take a position with an unpopular belief or opinion. In his book 'Zero to One', he wrote about his approach to job interviews, and the importance of finding candidates who could articulate their reasons, to discard conventional wisdom or go against the grain of accepted truths.
Finally, Jay Gould, from Yashi, proposes an interview in reverse, that is, to know the keys by which he should not be hired. "If they think too much, or cannot answer the question at all, they may be hiding something," he told Fast Company in 2015. "If your answer is genuine, then you have a contender.”
The above article was written and published in Spanish and has been translated into English. Click here to read the original article.