What to look when you Hire?

Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don't have the first, the other two will kill you. You think about it; it's true. If you hire somebody without [integrity], you really want them to be dumb and lazy.

Integrity, intelligence, and energy = a great hire.

Putting all the pieces together, you have a great package deal. And while integrity may weigh heavier, the bar must be set equally high for each of the three traits. 

• Hire someone with high energy, high intelligence, but low integrity and you'll get a smart, fast-moving thief.
• Hire someone with high intelligence, high integrity, but low energy and you'll get a shopkeeper, not an engine of growth.
• Hire someone with high energy, high integrity, but low intelligence and you'll get a strong functionary, but not a great problem solver or visionary.

First of all, we're not negating the other two traits as deemed of lesser importance. You absolutely need intelligence in a knowledge economy. And energy is the fuel that propels passion and motivation.

But a lack of integrity? Like Warren Buffett asserts, it's a clear non-negotiable. When you hire someone with integrity, it's the central pillar that holds all three together or the structure collapses.

Integrity is what makes it hard to question a person's decisions. His or her actions are open for everyone to see and you can rest assured that he or she will use good judgment. 

In tight, collaborative spaces, colleagues of such hires will quickly see them as dependable and accountable for their actions, which is a laser path to developing team trust.

Hiring people with integrity also addresses the leadership void. A person who walks-the-walk of integrity eventually becomes a role model who commands respect and exercises great influence. These are the type of leaders people desire and whom you want to promote to management roles. 

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Toughest Job Interview Questions in selected Companies

We have already highlighted in our previous articles that Google is one of the companies that give toughest job interview questions. But have you ever wondered that, which are the other companies, apart from Google that places tough interview questions for the applicants? Yes, to make your queries easy Glassdoor.com, a Sausalito, California based workplace culture website, in its new study ranked the toughest companies to interview at, after analyzing user comments about the interview practices of definite organizations.

According to Fins Finance, the toughest companies set their job applicants through several rounds of interviews riddled with brainteasers, technical questions and case study analyses. "You need to go in armed with information and with your eyes as wide open as you can." Says Samantha Zupan, a Glassdoor spokesperson.

Listed below are the toughest companies to have a job interview.

1. McKinsey & Co: McKinsey & Co takes the top spot of the toughest companies for job interviews. The global management consulting firm was founded in 1926 by James O. McKinsey and Marvin Bower. Solving issues of concern to senior management, the company serves as an advisor to many businesses, governments, and institutions. Since 1996 this most prestigious consulting firm in the world has been a top employer for new MBA graduates. McKinsey & Co is also renowned for producing more CEO’s than any other company.

2. Jane Street Capital: Founded in the year 2000 by three traders and a technologist, Jane Street Ca pital takes the second position in the list of toughest companies for job interviews. The quantitative proprietary trading organization operates around the clock and around the globe by understanding the world’s highly competitive financial markets. Jane Street Capital boasts of hiring applicants through the tough interview procedures and training them by giving them the tools they need to innovate. The company has its offices in New York, London, and Hong Kong.

3. Cree:  The multinational manufacturer of semiconductor materials and devices, Cree, was foun ded in the year 1987, by researchers from the North Carolina State University. The company has its headquarters in Durham, North Carolina, U.S. If you wish to work in the company, that enhance the value of LED, solid-state lighting, power, and communications products by significantly increasing their energy performance, you need to really prepare well as the company sets tough twisted long questions for the applicants who aspire to work here. Sean Brody, recruiting manager at Raleigh, N.C.-based Cree said that this is where he sees applicants trip up the most. "Most of our candidates aren't local to Raleigh," he said, which hints that applicants travel from far of places for a day- long session. According to him one needs a great stamina to face the interviews here.

4. Bain & Co: Headquartered in Boston Massachusetts, Bain & Co was founded in 1973 by a grou p of seven former partners and managers from the Boston Consulting Group headed by Bill Bain. The company is a global management consulting firm that has 47 offices in 30 countries. If you aspire to be a part of Bain & Co, that has been named the Best Firm to Work For by Consulting Magazine for nine consecutive years, you need to prepare very well as you are sure to come across tough head breaking questions here. 

5.Boston Consulting: Recognized as one of the most prestigious management consulting firms in the wo rld, Boston Consulting takes the fifth position in the list of the toughest companies for job interviews. According to an applicant who appeared for the interview at Boston Consulting said that preparation is quite necessary in order to bag a job at Boston Consulting. Founded in 1963 the company was formed by Bruce D. Henderson, a Vanderbilt University and Harvard Business School alumnus. The company has its headquarters in Boston, Massachusetts, United States.

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Interview Questions That Matters A Lot for Your Career

In an Interview there are hundreds of questions to ask for selecting a perfect candidate to a company. For a candidate, it is very important to see to all the important questions and be prepared to answer those key questions. If you are preparing for a job interview and checking out the answers to all the important questions that could be asked, this article can make your work little bit simpler as it gives you the hint of the top 3 questions that can be asked by your interviewer. George Bradt from ‘Forbes’ Website has gathered advice from the top executive recruiters to identify the top 3 questions that matters a lot for a career success, reports Kate D'Amico on Come Recommended Website.

You may be eager to know about those top 3 questions which can change you career path. So, here are those top 3 questions that can help you build a successful career in future by giving the best answers for them wherever you go.

1. Are you capable of doing this Job?

This is the first important question you need to expect in an interview. So, get prepared yourself well to answer this question in the best of best way you can. For this kind of question, your response should be as fast as possible because if you think a lot to answer this question, the recruiter may think that you are not interested in that job. You should answer creatively for these kinds of questions and you must know to smartly answer such question.

2. Do you love this job if we offer it to you?

It is the most challenging question that could be asked to you. You must be well prepared to answer such question because it shows your interest in that job which is offered to you. So, be quick while answering it, because if you fail in answering it, the recruiter may consider that you are not interested in it or you have less knowledge in that job.

3. Can we expect a good performance by you and can we tolerate working with you?

This question shows the level of expectation that your employer is expecting from you. A good relationship is needed between an employee and his employer, so if you expect a good response from your company for your hard work always you need to have a good communication with the higher authority. If you answer this question in a more powerful and active manner, think you are half done in the hiring process.

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There Are Only Three True Job Interview Questions

Questions are:

1.  Can you do the job?
2.  Will you love the job?
3.  Can we tolerate working with you?

That’s it.  Those three.  Think back, every question you’ve ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions.  Each question potentially may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.

         Can You Do the Job? – Strengths

You can’t tell by looking at a piece of paper what some of the strengths and weaknesses really are…We ask for specific examples of not only what’s been successful but what they’ve done that hasn’t gone well or a task they they’ve, quite frankly, failed at and how they learned from that experience and what they’d do different in a new scenario.

Not only is it important to look at the technical skill set they have…but also the strengths on what I call the EQ side of the equation in terms of getting along and dealing or interacting with people.

Will You Love the Job? -Motivation

Younger employees do not wish to get paid merely for working hard—just the reverse: they will work hard because they enjoy their environment and the challenges associated with their work…. Executives who embrace this new management style are attracting and retaining better employees.

Can We Tolerate Working With You? – Fit

40 percent of senior executives leave organizations or are fired or pushed out within 18 months. It’s not because they’re dumb; it’s because a lot of times culturally they may not fit in with the organization or it’s not clearly articulated to them as they joined.

Preparing for Interviews

If you’re the one doing the interviewing, get clear on what strengths, motivational and fit insights you’re looking for before you go into your interviews.

If you’re the one being interviewed, prepare by thinking through examples that illustrate your strengths, what motivates you about the organization and role you’re interviewing for, and the fit between your own preferences and the organization’s Behaviors, Relationships, Attitudes, Values, and Environment (BRAVE).  But remember that interviews are exercises in solution selling.  They are not about you.

Think of the interview process as a chance for you to show your ability to solve the organization and interviewer’s problem. That’s why you need to highlight strengths in the areas most important to the interviewers, talk about how you would be motivated by the role’s challenges, and discuss why you would be a BRAVE fit with the organization’s culture.

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