Under the epidemic, how can cross-border e-commerce companies interview to find
As a business owner , I know that finding a good employee is a very critical part of running a successful business . This is why the interview process is so important.
However, finding an employee can also be very stressful and time-consuming, especially if there is an emergency. That is why always the most good can be planned for each year recruitment plan in advance.
So what are the main ways to recruit new employees?
First, post job requirements and select suitable resumes
Second, phone interview for preliminary screening
Third, face-to-face interview after initial screening by telephone interview
These are just the basis of the interview process. Of course, you also need to make sure that you include activities related to your business. Usually, the final stage can be divided into: face-to-face interview and assessment / test. This will depend on the size of your business, which is normal and the last part of the interview is conducted within a few days.
First, post job requirements and select suitable resumes
Although this may seem straightforward, it may be the most boring and frustrating part of the interview. Here, you need to collect as many applications as possible and aim to select 25% of the applicants, you are interested and you want to enter the next stage of the interview process.
But how can you decide who to choose? Resumes are often filled with exaggerated, outdated or even false skills and achievement requirements. You may not always have time to cross-check each application and track references.
First, go through all your resumes and put aside those resumes that have the qualifications you are interested in and the requirements for vacant positions.
Next, create a file for everyone and make notes in the following areas:
1. Any skills you want to verify.
2. You discover the advantages and disadvantages that appear in your resume .
3. Extra skills missing from your resume
This will be very helpful in the next stage of the interview and enables you to clearly arrange a telephone interview for each job applicant.
From selected candidates , check their social media and online presence. Add WeChat by phone, check WeChat friend circle, Facebook, Instagram, Linked In and other public profiles. ( As cross-border e-commerce personnel, many people have such accounts ) Search their names through search engines, Google them , and understand the background of job applicants.
This often reveals more about job seekers because it is much harder to hide things online. You will be able to tell the personality of many job seekers based on the types of content they post, the social groups they join, and even their online friends .
Now that you have gone through the above, you are ready to enter the next stage.
Second, phone interview for preliminary screening
Arrange phone interviews with all potential job applicants. This will give you the opportunity to verify some of the information displayed in the applicant ’s resume. However, remember to shorten the interview time. We just want to know the situation of job seekers at this stage.
This is a great opportunity to question the skill set and see if they really have all the skills and experience they outlined in their resume.
For example, if the applicant claims to be an administrator or expert in a field. You can ask some basic questions to see if they know what they are talking about. You can also invite your department managers and key employees to participate in interviews and use them to ask questions related to the position.
See how applicants respond to questions they do not know the answer. This is often a key point in the interview process. All applicants always want to show you how smart they are and how good they are. But they will honestly admit that they do not know anything, or they will try to guess the answer, or even lie, hope you will not know. This is a good way to look at the candidate's thinking process. If your customers ask them something they do n’t know, how will they react in the future? If you don't know the answer, but know how to find it, it's even better.
For example, when I work as a technical support upgrade engineer at Microsoft, my customers often ask me complex and in-depth questions and the problems they are experiencing. Although I am an expert in my field, sometimes I am not completely sure or not at all. In this case, I always let the customer know that I am not sure and I will need to check and return to their specific issue. This is better, I made up a wrong explanation, because customers will always find that in the end, lying may be very damaging to your brand reputation.
The 10 most common questions in telephone interviews:
1. Tell me , yourself and your main experience
2. Why are you looking for this company
3. Tell me about your recent work. What kind of tasks are you mainly responsible for every day ?
4. Why do you want to work in the cross-border e-commerce industry ?
5. How much do you know about our company? ?
6. What is your biggest achievement in the past ?
7. What are your salary expectations?
8. Where do you think your career will go in the next five years?
9. What do you do in your private time?
10. When can you start?
Update the profile of each job applicant when you interview them and keep a record, because it will be very helpful when it comes to face-to-face interviews.
Third, face-to-face interview after initial screening by telephone interview
This is the most time-consuming and important stage in the interview process.
Here, you will learn as much as possible about job seekers , whether they are suitable for existing positions, and whether they are a suitable employee for your company
Technical assessment:
In general, you can also obtain basic information by completing a questionnaire survey before the company interview.
If your job requires technical skills, it is always worth a technical assessment on the day. This way you can see the person's reaction under pressure. This does not always require the form of written documents. You can help job seekers with tasks. For example, a small puzzle or even a box of Lego, telling them to have 30 minutes to build something. Unexpected! This will allow them to participate in their creative aspects as well as work under pressure. Or you can do group interview activities to see how job seekers give and follow instructions. Give instructions to one job seeker , like Lego instructions, and give fragments to another job seeker . The purpose is to see how job seekers give and respond to instructions.
Face to face conversation
When it comes to talking to your job applicant , make sure you are prepared and responsible. List the questions you want to ask. You can use standard interview questions, or creative interview questions. The goal is really the same, to understand the interviewees better. Make sure you have the job applicant profile and notes you made earlier so that you can ask questions on any topics highlighted in the previous steps.
The ten standard questions that will be asked in this part are similar to the questions that can be asked in the previous phone interview.
While interviewing the operation staff of the cross-border e-commerce team, you can also ask the following detailed questions related to professional skills:
1. What methods will you use to search for keywords in Listing
2. What kind of promotion steps do you run on Amazon's promotion plan?
3. If you are in charge of Amazon Listing, and encounter a follow-up sale, what will you do?
4. How would you get Review before?
5. If your link comes with a bad review, what will you do?
6. The buyer sent an e-mail to ask about the after-sales problem of the product. How would you solve it?
7. Have you done off-site before, have you created and operated Facebook groups?
8. Have you participated in product selection before, and what data analysis will you pass?
9. For each product, every week, every month of profit, sales data, are you very clear?
10. For the control of inventory, did you make the inventory replenishment plan by yourself in the last company, or was it done by the supervisor?
All of the above-mentioned related questions can be answered by them to test whether they have specific basic relevant experience in the Amazon industry of cross-border e-commerce. And the level of ability.
Some questions that can test the interviewer's thinking ability and reaction ability:
1. Rooms, tables and cars-which one do you clean first?
2. If you were God, what creature would you create?
3. What is your favorite song? Now perform for us.
4. Name the five uses of the stapler without a stapler.
5. How can you put the elephant in the refrigerator?
6. How do you test the elevator?
7. If the German is the tallest person in the world, how would you prove it?
8. How will you treat world hunger?
9. How many different methods can you use to draw water from the lake at the foot of the mountain to the top of the mountain?
10. 25 horses, no stopwatch. 5 tracks. Find the three fastest horses in the least race.
11. Pepsi or Coca-Cola?
12. Do you like cats or dogs?
13. What can I find in your refrigerator now?
14. Sell me this glass of water
15. How many balloons can fit in this room?
16. If you could become a superhero, which one would you be?
17. How many bulbs are there in this building?
18. Would you rather hit a horse-sized duck or 100 duck-sized horses?
There are no right or wrong answers to these questions, they will tell you a lot about the personality of the job applicant . Remember, if you only ask standard questions, you can do so over the phone, there is no need to ask basic questions all the time through face-to-face communication.
6 ways to test whether job seekers match company culture:
This is very important because hiring someone who has all the required skills but does not get along well with other employees in the office can have devastating results.
1. Understand your company culture.
Before you start assessing the cultural suitability of job applicants , you need to understand the details of your company's culture and style. An easy way to think about your company culture is to think about what kind of people usually succeed in your organization. Who are your top performers? Why are they doing so well in your organization? In addition, you should also consider the company's mission statement and the values of the organization's operations.
2. Involve team members in the interview process.
Don't limit the interview process to an interviewer. There are many different factors that affect a company's culture, so getting along with the interviewer does not necessarily mean that the job seeker is suitable. It is important that job applicants meet with multiple members of your team to determine whether their personality matches the organization. Remember to give job seekers time to "warm up" in new situations.
3. Compare job applicants with successful employees of the company .
Although it is important to treat each job applicant as an individual, it is also useful to compare their skills, personalities, and values with successful employees in the organization. How do these employees fit into your organization? What do job seekers have in common with these employees?
4. Pay attention to how the candidate answers the question.
How do job seekers answer your questions? Are they open, honest and friendly? Do they have knowledge? You should also ask questions that job applicants are not working or company-wide-for example, asking about their hobbies, favorite foods, or their favorite movies.
5. Ask job seekers how much they know about your culture.
How much do job seekers know about your company and its current culture? Have they done research on this organization? You can also ask candidates if they have any concerns about your company's culture, based on the research they did before the interview. Is this an environment where they can succeed? Do they have the same business value?
6. Ask the job seeker 's goals and passion.
What do job seekers really care about when choosing the next job ? Do their career goals match the company's goals? You may already know the passion of your current employees-do these match job seekers ? You should be able to determine whether the professional enthusiasm of the job applicant is in line with your company's mission.
Finding the right employees and forming your own business team can accelerate the development of your company's business.
We hope that some of the interview experience we have collated and shared above will help you find suitable employees for cross-border e-commerce sellers and friends, as well as employees to go to work to find a favorite company.