Are you responsible for interviewing and hiring your team members? Including hiring digital workers?
Are you using VA's (Virtual Assistants) or long-term contractors?
How do you interview when you can't physically "meet" someone?
It's all about digital techniques to vet potential hires in this digital age!
This is Part II of Hiring Digital Workers.....the Interview Process.
In the last episode of the Halftime Mike podcast I dove into evaluation and initial testing process for vetting and hiring digital workers. These are workers that will not be physically in the same location as you. I go through my process and shared stories from experiences for why I do what I do, and what matters. I left off at the first interview process and that's where I dive in today...The INTERVIEW!
Learn from my experiences and get a streamlined process for your business interviewing!
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It's becoming more and more common to use virtual assistants, digital contractors and freelancers, and to have remote workers that are part of your team but not at your physical location. This changes and challenges the hiring process!
In this "Part II" I go through my interview process. The topics I cover, some specific questions and the intent behind the different pieces. I have used this with contractors, VA's, and full-time team members including developers, bookkeepers, and sales account managers, so it covers a wide gamut!
My goal: Go deeper than their experience and skills, and learn about their character, their motivations, and their communication capabilities. Digital workers need to be good communicators that fit your culture.
Whatever small quirks or mistakes you see, magnify those x10. Now would you hire them?
[Tweet "Whatever small quirks or mistakes you see, magnify those x10. Now would you hire them? via @Mike_Gingerich #digitalhiring"]
Once this is complete, I typically give a soft reminder of the references and email addresses for those references and end the conversation with a thanks and clarity on what the next steps are. Typically these are that we are interviewing others and that we will be waiting for the references and then following up with those we have further interest in by a certain date.
I then like to see if I get a follow-up email of thanks. I think this shows character and thoroughness. The interview itself should last not more than 30-35 minutes.
What's next? For them, I wait. Did I get the references? If not, they strike out. Did I get them but not with email addresses? If so, they strike out! I need people who follow through on what we agreed upon. It's super important when hiring digital workers.
What if they follow-through? I've hopefully interviewed a few people and decide who I want to pursue further. I often then go for a second interview that goes deeper and where I may bring more team member in to meet the person. I want to stress our core values in this follow-up, talk about them through stories, and pursue any follow-up questions that lingered based on the first interview. Again, I want to offer them a chance to ask questions and they should have some! I often ask their willingness to also take a simple online personality inventory based on the Myers-Briggs Type Indicator. I like to get a feel for their personality through the assessment and again it is a task online for them to complete that I can review and that helps me test their follow-through on assignments.
Did I do this process always? No, it's evolved and been sharpened over time! Do I skip steps? Only when I want to risk a bad hire!
By taking the steps outlined above you are testing their digital skills as well as their personal, communication, and character skills. This leads to a successful hire!
Remember: Hire slow, fire fast.
It’s always about taking away learnings and applying them!
What’s your key takeaway that you need to do in the next 24 hours based on listening to this?
What's your biggest takeaway from my process? Share below!
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I’m an Indiana Hoosier native where basketball is the top sport. Every team heads to the locker room at halftime to evaluate the first half and create a updated plan for the second half. That plan includes adjustments based on reviewing what worked and what didn't. The “halftime” is a key review point where the game stops, the team pulls away to huddle in the locker room away from the fans, and they come out prepared and ready to succeed in the second half.
That’s what this podcast is all about, taking the time to pull away for a bit to evaluate, learn, and set some strategies for your business to succeed in the second half. Join me by subscribing and let me be your “business halftime” to help you find great success going forward!
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