Nav Aulakh from AMZ Tracker

“As a location independent Start-Up we have a very unique application process whereby we request applicants to submit a video about themselves as well as submit and show us projects that they’ve completed themselves and more. So these are the key things we looked for:

• Digital marketing background
• People who could point to and submit projects/work that they had completed
• Originality in skills and character – Our team and what makes it unique

One of the biggest things was the effort put into the application – one of our requests was to submit a video. Two people submitted

the most awesome and creative videos, it was clear they had put in so much effort and they very quickly made the shortlist and as a result, both were hired

We had quite a long application process with quite a few steps but the idea behind this was to vet out those that didn’t bother completing it as it showed they weren’t really interested or serious about it

Flexibility was a huge factor for us too. As I mentioned, we’re a remote Start-Up so once you’re hired, we want you to join us in the location we’re around at the time of hiring (could be anywhere in the world – right now it’s Saigon, Vietnam). So even if someone was good enough to be hired but couldn’t start for a few months, weren’t hired.”

So it seems that the advances in technology is making the global talent pool wider, meaning that employees have a wider range of candidates to choose from and you need to communicate how much you desire the vacant position. Even if you aren’t required to create something for the interview, it doesn’t hurt to do so if there is something that is relevant. For instance, if you are applying for a position in marketing, you could write an article around the businesses product, services or values that could be outreached to publications. For a sales position, a detailed portfolio of figures including visual components such as graphs and charts, in your sales record and even a projection of what you would expect to achieve within your new position.

Sandra Lewis from Worldwide101

“For us the most important attribute in a new hire is a cultural fit. Of course skills and professional experience are necessary but they are a given! We have had so many professionals apply with all the necessary skills but unfortunately they didn’t meet our standards for cultural fit, and so we decided not to move forward.

The reputation of our company depends on our team’s ability to uphold our standards of excellence with our customers, and for this reason, fostering a great team culture is paramount to any business success.

We have turned candidates away because they didn’t bring the right energy. Our company is made up of everyone’s ability to contribute in a positive way to the company culture. Negativity is a real time and energy drain!

I believe it’s a mixture of both. We would definitely not hire someone if they only had a great personality and vice versa. We look for candidates with the right mixture of qualification and company culture fit.”

Team and workplace culture is becoming increasingly more important, because the impact that a positive culture can have on results and profits is huge! It’s worth evaluating the environment that you perform best in. Consider how committed and willing you are to building strong relationships within a work team, because if you aren’t interested in socialising outside of work hours, it’s probably best to avoid those businesses that organise team events and activities beyond the 9-5. Research into the values of the business and those within a senior position, do you share similar thoughts and opinions? If so, take the time to make this known in the interview. If you are sure that you will be a good fit, add some personality into the interview so that those who are interviewing you can clearly see that you are well suited to the established team.

• Christopher Platts, Founder of a new tech based start-up and expert on cultural fit, emphasises the fact that the onus is on the interviewee to ensure they demonstrate why they are a cultural fit and they should come prepared with the following examples,
• Passion – What stories do you have that relate to our mission?
• Quirkiness – What was a recent costume you wore?
• Motivated – What’s the biggest challenge you’ve set yourself and why?
• Curiosity – Ask me 5 questions you want to know about our company
• Self-Awareness – What important truth do very little people agree with you on?

While qualifications and achievements are not being entirely disregarded, it’s important to look beyond exclusively relying on these aspects in the quest to secure a new position. Focus on your skills and values. Forbes reported that these are the 10 most desirable skills employers look for:

• Ability to work in a team
• Ability to make decisions and solve problems
• Ability to plan, organize and prioritize work
• Ability to communicate verbally with people inside and outside an organization
• Ability to obtain and process information
• Ability to analyse quantitative data
• Technical knowledge related to the job

• Proficiency with computer software programs
• Ability to create and/or edit written reports
• Ability to sell and influence others

With this in mind, make a conscious effort to provide examples on how you could use your skills and value to make an impact in the vacant role alongside examples of where you have used your skills historically. This will not only demonstrate your understanding of the business and the role, it will make you more relevant against other candidates who focus on historical examples

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