RSS

Tag Archives: Recruiting process

What should you look for when hiring someone in your virtual team?


Virtual InterviewVirtual Teams are slightly different from your normal teams, and hence, they require slightly different skill-sets from your team members. Working in a virtual team is not for everyone, only certain types of individual can perform well in a totally remote team. They should be highly motivated, enthusiastic, and flexible. Thus, it becomes very important to hire someone who can work effectively with minimal supervision than hiring someone who is familiar with a particular toolset. And hence, I would like to provide you with some tips through which you can assess the personal qualities and the tools experience of a candidate during his/her interview.

Technology competence: If you are hiring someone who can work remotely, then you need to make sure that she is comfortable with technology. You can perform a simple test during the interview itself to gauge the competence of the candidate with technology. Just set up the interview using the technologies that you would use when working with the team, such as VoIP, web cams, email, instant messaging, and so on. It will quickly become apparent how comfortable the candidates are with working with the technology and how they handle it when things go wrong.

Self-accountability: Here is where the behavioral and scenario-based questions come into play. You should ask very specific questions which can help you understand how the candidate reacts to a big problem and how she holds herself accountable for the work that she does. You can ask questions such as… How do you organize your workspace? How do you plan your day? How do you keep up with the office when you are traveling for work? How do you manage distractions when working from home/office? What types of distractions are the most difficult for you to overcome? Etc. With these questions, you are trying to find out if the candidate can work on their own, or will they require hand holding to perform their basic tasks. After all, working in remote team is no joke.

Ability to work remotely: Once the candidate answers your questions, ask more detailed questions that examine the candidate’s motivations and behaviors. It is very important to find out how comfortable is the candidate with working remotely. Ask specific examples about the time when the candidate has worked remotely. Tell them to elaborate on their experience. For example: How was your experience working remotely? Was it positive or negative? What did you not like about that experience? What organization techniques have you implemented to identify your priorities? When working virtually, how do you establish a rapport with teammates you have never met? By asking these questions, you are trying to figure out if the candidate is comfortable working remotely, and how she will fit in your remote work culture.

Synergy with your team: As with any hiring decision, skills alone are not enough to ensure that a candidate will be successful on your team. The candidates must also possess personality and character traits that fit with the other team members. If you have a choice between someone who is knowledgeable but obviously difficult and someone who is less experienced but enthusiastic, consider choosing the less-experienced-but-enthusiastic person. You will likely have far fewer personnel issues, and may get someone who will build team synergy.

I hope, my blog can help you find the right candidate for your virtual team. If you know any other ways through which we can improve the hiring process for a virtual team member, then please feel free to share it here. Thanks – Bhavin Gandhi

Advertisements
 

Tags: , , , , , , ,

Improve your hiring techniques by learning from fundamentals of arrange marriages (Part 2)


ArrangeMarriage2In my last blog, I have provided you with a couple of similarities between the hiring process and Indian arrange marriages. Let me continue this conversation by providing you with a few similarities and a few learning lessons.

Take a communal decision: Unlike other types of marriages, arrange marriages are between two families, instead of two people (bride and groom). Unlike a normal first date, most of the first arrange marriage meetings are held at someone’s place, where there is hardly any privacy for “soon to be” bride and groom. At that point, bride and groom are not only vetted by each other, but they are also vetted by their parents and other relatives. So, if there were any compatibility issues to occur in the future, these relatives can chip-in and help them through these tough times. As an employer, we should implement a similar technique while hiring someone. We should try to involve most of the stakeholders during our interviews, so if there were any issues to occur in the future, these stakeholders can help that candidate collectively, instead of saying – “My manager hired him, let him deal with it”.

Have realistic expectations: Most Indian people don’t like to admit it, but it is true. In an arrange marriage, people are settling for love instead of finding an ideal suitor for themselves that matches all of their criteria (or check boxes). Don’t get me wrong, I am not saying that love doesn’t exist between the bride and groom after their marriage. It actually develops over time, at least that is what I have seen through my personal experiences. But the idea that they HAVE TO compromise in the future tends to make their relationships successful. Similarly, if you are thinking of hiring someone, and you are set on hiring the ideal candidate for that particular opportunity, who meets all of your requirements 100% of the time, then you won’t be able to hire anyone. Thus, you need to be realistic when you are hiring someone. Just compare the quality of candidates who have applied for that job, and adjust your expectations accordingly. I am not saying that you should settle for an unqualified candidate, but make sure to hire the right person instead of being set on that ideal candidate who might not exist, or who might exist but doesn’t want to work for you. Focus on hiring an intelligent individual with an attitude to learn, and you will be pleasantly surprised to see their quality of work over time.

Look at sample of work: Have you ever been a part of the first meeting between the bride and groom, in an arrange marriage? I have, and that too, many times. And let me tell you, it is not a pleasant scene. I still remember the day, when I went with my cousin to see his “to be” bride with his family. And the first question that bride’s Dad asked to my cousin was – “So, how much do you make at XYZ company?” It was a complete cultural shock for me, being in the US for years, where people don’t dare to ask anyone’s personal income, even if they are going to marry their daughter to that guy. To my surprise, my uncle even started asking weird questions to the bride to be – “So, what do you normally cook? What clothes do you like to wear at home?” And I was like, what? Really? Is this really happening? Even though these questions were kind of personal, they uncovered very intricate details about both the parties. And later on I realized the importance of these intrusive questions. Similarly, if you are thinking of hiring someone, then you should not be shy of asking them for their work samples. For example, don’t be shy of asking for coding samples of his/her past work, when you are thinking of hiring a software engineer. These samples can give you very helpful information, such as, if the candidate has the habit of following coding standards, how does he/she organize her code, is he/she organized and disciplined in his/her work, etc.

Do you agree? Do you find any commonalities between arrange marriages and the hiring process? If so, please share it with me here. Thanks – Bhavin Gandhi

 
Leave a comment

Posted by on February 2, 2015 in 21st Century, Leadership, Management

 

Tags: , , , , , , ,

 
%d bloggers like this: