We’ve all been there— and let’s be honest, it can be pretty nerve-racking. You walk into an office you may or may not be familiar with, looking all dapper. Meet with new people, answer some (often challenging) questions off the cuff, and more, begin to weigh out whether a company and/or role is a fit for you. When the tables are turned, it can be an even more interesting experience. Of course it’s important to sift through resume highlights, read through cover letters and to begin formulating an idea of who can truly help your business to grow. But especially when it comes to narrowing down the right candidate for positions you’ve received tons of interest in, doing this effectively becomes even more important. Here at Hivewyre, we’ve definitely been there. We’re lucky to have an extremely experienced recruiter whose focus is to seek out the best, the brightest, and those that can thrive in an autonomous environment. And he often has his work cut out for him. It’s not rare for us to post a sales position, for example, and receive literally hundreds of resumes in response. The point is, when it comes down to the interview process after sifting through "paper," we want to be sure we’re speaking to the right candidates and asking the right questions— not only to save time, but to ensure that there's a mutual fit. When it comes down to an interview itself, there are typically a few questions we ask that may be unique, but definitely help us to uncover if we’re speaking to someone that would thrive in our environment: “How will you use Hivewyre to springboard your career?” Why we ask: Yes, of course we’re interested in hiring candidates that are going to help move the needle. We’re a startup with a $40M goal by 2018, so helping the company to reach that goal is imperative. However, we’re also extremely focused on ensuring that Hivewyre can help its employees to pursue their passions, reach their personal goals, and help them to grow. “Describe a scenario where your manager gave you bad directions and you were still successful?” Why we ask: As a company with no management, this can be telling of a candidate’s experience with managers in the past. But way more than that, it gives insight into how a candidate self-navigates and how quickly they can pivot after realizing something isn’t working. In a startup, or any company for that matter, this skill is a must for success. “Have you sold a deal that didn’t work? What did you do about it?” Why we ask: In sales, you win some and you lose some— that’s a given. But relationships are everything. As such, we want to hear how a candidate maintains relationships with companies they've already brought on board and how they continue to help them solve their pain points, even after the initial deal. Sometimes the biggest, most successful accounts can start with a small test and a few bumps in the road (we've seen it). "What is your proudest accomplishment to date in your career and why?" Why we ask: We want to hear about those killer things a candidate has done— those massive deals they’ve sold, that relationship they completely turned around, etc. Yes, those are important assets to have within our company, but we also want to hear what’s important to them. Where are they trying to get? What are they most proud of? What's their passion? We don’t want someone to feel stagnant or like they’re not advancing their career by joining the Hive. We're here to help our company, employees and community to grow. During our interview process, we also make it a point to describe in depth why people that were hired are no longer with the company, as well as what we’ve learned from it. This is to help candidates get an idea of what works in an autonomous environment and likewise, to gauge if our structure is right for them. Since most candidates have never worked for a completely FLAT organization, this can be one of the most important parts of the interview process. One thing’s for sure, no matter how talented a potential hire is, our structure isn’t for everyone— and that's ok. A successful interview process can help you to save time, money and even to reduce employee churn. But just as important, it should also help you to gauge if your business can help candidates to achieve their career goals— a must to hire and retain A-players. No, interviews may not tell you everything about a potential hire. After all, there are some things you just have to see in action. But by asking the right questions, you can increase your chances of hiring candidates that will grow with your organization and help your company to reach their milestones.
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