Hiring new innovative rock-star talent with a self-starter personality is something we constantly think about every day at QGenda in order to provide the best customer experience during high growth. Although now with 30+ employees I’m a bit removed from the hiring process, but it was not that long ago when I personally interviewed each and every candidate along the way.
Here are some hiring tips we use at QGenda:
- Attract candidates by asking fellow employees to recommend people they know, attend college career fairs, and post job listings on linkedin.
- After casting a wide net and gathering hundreds of resumes, filter them down by looking for certain key indicators about their technology prowess. For example, are they using a modern tech savvy email interface like GMail or are they still sporting a comcast or bellsouth email address.
- Once the candidate passes the key indicator filter, a quick 10 to 15 minute phone interview can tell you a lot about a person. We like to break the ice with one of the most important questions during a phone interview by asking “Tell us something/anything about yourself that is NOT on your resume.”
- If the candidate passes the phone interview, the next step is to bring them in for an in-person interview where they will take a tour of the office, meet as many existing employees as possible for a corporate culture fit, take a written test with subjective & logic portions, and lastly work with 3 others to solve logic problems on a white-board.
The process above ultimately helps us hire candidates that are motivated to do whatever it takes to succeed, make unequivocal eye contact, and speak logically with conviction. Hiring new employees is one of the most exciting parts about growing a business and is far from a science, but using some basic guidelines can help streamline the process.
What are some other key indicators or guidelines you use when hiring new employees?
Greg Benoit 