Hiring Strategies of Successful Companies

Joining innovative companies can guarantee career success. However, part of the reason that such companies are successful is because they apply innovative strategies at all levels, especially the hiring process.

Job candidates should shift their focus when it comes to education. Instead of trying to acquire as many degrees as possible, people should concentrate on the education value itself. Don’t just memorize things to pass tests and earn a piece of paper, be able to apply learnings to the real world. To add additional perspective, let’s think about grades in college. Whether someone graduates with low grades or high grades, both result in a degree that qualifies the person at the bare minimum to work at a company. Even a brilliant individual can have terrible grades for dozens of non-real-life applicable reasons. This is why top companies spend only 2-3 seconds going over education qualifications. Instead, questions are more geared towards better understanding individuals at a deeper level. Despite this, when asked about themselves, most candidates tend to mention their schooling first then follow up with pandered drivel. Most believe that their paperwork will speak for them, a costly mistake.

One constant about the sciences and technology, is that the fields are always evolving. Therefore, cutting edge companies in these fields want to know that you are capable of applying your knowledge to new technologies and innovations. You cannot rely on what you’ve memorized; you have to be able to think beyond your past education because it can quickly become obsolete. People must prove that they are smart and creative enough to adapt and evolve.

HR representatives go into interviews with the goal of first gauging how interesting you are. One such test is an airport test. They imagine being stuck with a candidate in an airport for 6 hours, and analyze whether he or she could hold their interest the entire time. This is because the company will ultimately want employees to apply their intellectual acumen to passionately represent them and innovate. Many people lie about their passions on their paperwork not knowing that interviewers can quickly weed them out with just few questions. Great interviewers will go into meetings wanting to learn from candidates. Personally, I have experienced several applicants to my company claiming to love reading (example of pandered drivel). When probed further on the subject, they were visibly flustered and I learned nothing from them. The passion and interest level of candidates has more weight in the hiring process than degrees and work experience combined.

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