6 Tested Questions Every Executive Should Ask Before Making a Hiring Decision

Hiring the right fit for a role in your company can be an uphill task. Every company should have a recruitment strategy to help eliminate any potential risks in the hiring process and ease the task of deciding on the best professional match. Fully understanding what you want in a vacant role before embarking on the interview process is critical.  It’s hard to pick the best candidate based on a piece of paper because there are many things you can’t determine about a candidate from the resume. For instance, will they will be absorbed into the company culture? A well-rounded approach is key to selecting that right candidate. The following questions will help you make a great hire.

Job Interview Questions That Every Executive Should Ask

Why do you want to work for us?

This helps assess a candidate’s career goals and how working for the company fits into their plan. You should also be able to evaluate their understanding of what it will take to be successful at their job, or if the candidate is able to embrace ambiguity and get their hands dirty to get the job done. They should also be able to make the best of available resources, and their values should be aligned with the values and culture of the organization.

Why should we hire you?

This is what distinguishes a person from the rest of the crowd. The candidate should be able to convince you why you should hire them and not anyone else. What makes them the perfect fit and how they will be exceptional in their new role. This will give them confidence and the inner strength to keep moving when things get tough.

 

 

 

 

 

 

 

Who inspires you and why?

A person’s source of inspiration can give you great insight into who they are and who they model their life after.  You can get a peek into their behavioral patterns and value system. This can give a clear insight if they are the right fit for the job and if they will be interwoven into the fabric of the company.

What will motivate you to come to work every day?

With this question, you are able to gauge a person’s energy and curiosity. You can easily detect if the candidate is eager to learn and take on new challenges.  Candidates who get this question right know that learning is a continuous process. They understand what is happening in the industry and can keep up with emerging trends. Such candidates think in a very pragmatic way which is quite contagious and beneficial to those working with them.

Are you a Team Player?

The best hires are self-aware and have a good understanding of their strengths and weaknesses. They will candidly talk about the areas they would want to improve on.  This candidate is open to collaboration and development and learning from others to better themselves and the organization as a whole.

 

How do you deal with change and turbulence?

An organization is never static; there are always new developments and they may not always work in favor of the employee. Knowing how to sail through turbulent times is crucial. You will be looking for a person who is able to fix their problems and move forward and not one who wants to blame and fault everyone. The right candidate will not be eager to complain and drag others down. You can easily test this by asking how they reacted to injustices in their previous work environments.

Hiring that person who will seamlessly fit into your company is a rigorous process.  You may not be able to make the decision on your own, and a concerted effort may be required. However, these questions will give you an in-depth understanding of the candidate before coming to a decision.

Should you need additional guidance on hiring and recruiting leaders in the Americas (Mexico, Latin America, Canada or the USA), please visit us at: http://www.bipsearch.com, or email us at: barbachano@bipsearch.com.

 

Written by:

Barbachano International Staff

 

The post 6 Tested Questions Every Executive Should Ask Before Making a Hiring Decision appeared first on Barbachano International (BIP).

source http://bipsearch.com/news/6-tested-questions-every-executive-ask-making-hiring-decision/

5 Essential Attributes You Can Learn About Candidates over Lunch

There is quite some flexibility and aptitude to how job interviews are conducted today to the norm some years back. Small companies may lack enough space to carry out quality interviews, or in some occasions, an employer may decide to conduct off-site interviews to evaluate a candidate in a more natural and relaxed environment more closely. Lunch interviews are recommended when interviewing candidates for a job and especially where there is client interaction. The primary purpose of this is to evaluate their social skills and to assess how candidates behave under pressure. You can look out for the following attributes:

Ideal Attributes to Look For When Interviewing  Candidates

The Efficient One

This is the candidate who eats quickly and cleans the plate before the rest of the table has finished their meal. This is the kind of employee who will get things done before the deadline.  They also typically choose their food quicker from the menu and usually make quicker and more timely decisions. They are also very competitive and good at multitasking. This employee is usually ahead of everyone else, making them quite an asset to any employer.

The Perfectionist

This candidate will eat more slowly and take their time to enjoy a meal and are in no rush to finish it.  In the work environment, they will ensure that things are done properly and meticulously. They seem to lack an internal clock, which can get on people’s nerves. Therefore a balance is necessary to be able to achieve more and avoid rigidity.

The Organizer

This is the one who loves to keep things neat and tidy on their plate. As great administrators, they apply their organization skills in all aspects of their lives, both at home and in their work environments. At work, they plan and keep track of everything and have everything run like a well-oiled machine. However, this kind of person may be prone to stress when things don’t go as per schedule. They, therefore, need a certain level of compromise and flexibility to be able to strike a balance.

The Risk Taker

This is the candidate who could order a more expensive item on the menu or a beer if the interviewer also orders a beer. This individual demonstrates they are willing to step outside their comfort zone and able to learn quickly. They are risk takers. At work, they never shy away from introducing new and bold ideas. They are quite outgoing and make friends easily.  Their outlook and approach to life is enviable to many and makes them achieve what others can only imagine. However, taking too much risk can also be a problem.

The Free Spirit

This is a candidate who can order something messy or difficult to eat just because they like it. They are outgoing individuals who don’t get preoccupied with what others think about them, however, are able to accept constructive criticism. They dance to their own rhythm which is a quality that is admired by many. At work, they aren’t afraid to say what exactly is on their mind and therefore are assertive and are able to achieve what they want.  

With a lunch interview, you are able to assess a potential employee beyond the resume. You evaluate personality and behavioral traits firsthand. Observe if the candidate adds salt to their food without having tasted it first. This could reflect poor decision-making skills. Observe if they are polite to restaurant staff or if they have good table manners. This is a good measure of respect and good judgment. Does a candidate check his phone constantly or doesn’t turn it off? Such an interview helps a manager gauge if a potential employee is suited for a particular role and how they will perform. Candidates not suitable for the role can also be eliminated faster. This mode of interviewing is considered better than written personality tests, as candidates give answers that are socially acceptable to please the interviewer. A lunch interview wins over an on-site interview when good interpersonal and social skills are imperative to the performance of a job. So please, before hiring anyone, consider taking them out to lunch first.

 

Should you want additional guidance about executive search, job placement and recruitment opportunities worldwide, don’t hesitate to get hold of us at: http://www.bipsearch.com, or email us at: barbachano@bipsearch.com.

 

Written by:

Fernando Ortiz-Barbachano

 

CEO & Founder of Barbachano International (BIP) the Human Capital Solutions leader in Mexico, Latin America and the USA offering high impact executive search, executive coaching and outplacement. Directly and through our partners we have offices in Mexico, USA, Canada, Brazil, Argentina, Colombia, Chile, Peru, Uruguay, and Paraguay. Our corporate offices are in San Diego, California. Phone: 619-427-2310.

 

The post 5 Essential Attributes You Can Learn About Candidates over Lunch appeared first on Barbachano International (BIP).

source http://bipsearch.com/news/5-essential-attributes-can-learn-candidates-lunch/

Barbachano International Named to Forbes’ 2017 List of “America’s Best Executive Search Firms”

Forbes has ranked Barbachano International (BIP) as one of “America’s Best Executive Recruiting Firms” 2017 list.

Barbachano International is the largest and most experienced executive search firm focused on recruiting leaders for Mexico, Latin America, and the United States.

“It is truly a proud moment making the Forbes 2017 America’s Best Executive Recruitment Firms List. This achievement is a culmination of our team’s relentless pursuit of excellence, commitment to quality, and dedication to making a difference,” commented Fernando Ortiz-Barbachano, President & CEO of Barbachano International.

“For 25 years it has been our passion to impact the personal and professional growth of the candidates we represent and the profitability of the companies we support. Being recognized by Forbes is a testament to this mission that started 25 years ago with our founder, Berenice Barbachano.”

Forbes conducted this research in conjunction with Statista. The analytics firm invited thousands of professionals who have worked with recruiters and HR managers over the last three years to participate in an online survey. The survey asked them to recommend up to 10 recruiting firms (excluding their own). Statista gathered 20,000 recommendations and the companies that ranked highest. Over 18,000 external recruiting firms were surveyed and only the top 250 were selected.

About Barbachano International Inc.

Barbachano International (BIP) is the premier executive search leader in Mexico, Latin America, and the USA with a focus on Hispanic target markets. Since 1992, BIP and its affiliates have served over 50% of Fortune 500 Companies. Outplacement and Executive Coaching services are provided in Mexico by our sister company Challenger Gray & Christmas S.C. In addition to our corporate offices in Mexico and the USA, we are supported by our partner offices in Brazil, Argentina, Colombia, Peru, Chile, Ecuador, Paraguay, Uruguay, and throughout Canada, Europe, Asia and Australia.

Media Contact
Company Name: Barbachano International, Inc
Contact Person: Mariely Lares, Marketing Leader
Email: mariely@bipsearch.com
Phone: 619-427-2310 ext 105

The post Barbachano International Named to Forbes’ 2017 List of “America’s Best Executive Search Firms” appeared first on Barbachano International (BIP).

source http://bipsearch.com/press-releases/barbachano-international-named-forbes-2017-list-americas-best-executive-search-firms/