How to Hire the Best Employees: What I REALLY Look for in Interviews

– [Interviewer] So Neil,
when you do your hiring, what do you look for in a good employee and how do you interview that person? – Ooh, that’s a tough one. I look for a lot of things. So first off, during
the interview process, I don’t just interview people being like, “Hey, you know, what do
you think value you can “add to the company and why
do you wanna work here?” I first look at their previous employment. What did you do there? What were the results? Why are you leaving? Right, they have to have
a good concrete reason. It can’t just be like, oh
I’m looking for more money. I’m not saying we won’t
pay people more money, I’m just saying they have
to have a good reason. Like, oh I’m not learning enough or oh, something wasn’t promised
that I was being got, right. They have a good reason
to leaving and the reason I say that is any time you guys are hiring if you’re not hiring people,
if you’re hiring people who just keep leaving jobs,
they’re considered like hoppers. They’re gonna end up working for you and then they’re gonna go away. But if you hire people who stick around, from previous companies,
like they stay there for years, they’re much more likely to stick around with your business. You’re not gonna have to keep replacing. It’s very expensive to continue to hire new people for the same role. In addition to that, you wanna make sure that that person can produce. So, I ask ’em, “Hey, if
you’re doing this role “within my company, what would you do?” And I’m not looking for
overall arching strategies, I’m looking for specific tactics. There’s a lot of people who can read but there’s very few people
who can actually implement. I’m looking for executors. Then I want references
of their old employers. Of course, if they have a current job, I can’t call their current boss but I would call other previous ones and I tell ’em, I’m really gonna call ’em ’cause we really do and
we do reference checks. And, it’ll be funny ’cause
most people think like oh no one does reference checks. We do reference checks
and we actually find out about the person and you’ll
learn a lot of interesting things such as their
weaknesses, their strengths. You don’t go ask a former employer, “Hey, “what do you think about this person? “Should I hire ’em?” Most times they lie or they
won’t tell you the truth. We try to find out what
are their strengths, what are their weaknesses,
what do you see ’em as their ideal role
within an organization? Things that are more
actionable so that way we know where they fit
in and then we also have other people on the team
ideally, interview them for a cultural fit. Because if someone’s not a cultural fit, even if they’re amazing talent, they’re willing to take the pay
that you’re offering, you think they’ll do
well, but if they’re not a cultural fit, they’re gonna ruin the company atmosphere and
they’re not gonna last long. That is one of the most important things that people take for granted. But that’s our process for hiring and it takes roughly 30 days from when we interview someone before they start ’cause two weeks notice,
have to go through the checks and the balances, multiple people within our organization need to interview, but that’s how we hire people. And if you don’t do that,
you’ll have a lot of churns. So make sure you’re thorough,
hire slow fire fast. So if you like this video,
like, comment, share. I do appreciate it and if I can ever do anything to help you out, genuinely, even if it’s you know,
giving you some advice. I don’t care for the money, just leave a comment below and I will do my best to try to help you out and
answer all your questions. Thank you for watching.

44 thoughts on “How to Hire the Best Employees: What I REALLY Look for in Interviews

  1. Hi Neil
    I am numan may be you have seen me before and you may know that I am a great fan of yours and I want only one thing please share my website to your twitter friends because as you said it will not make my day it will make my year but I think it will make my life

  2. What we can do if we hire wrong person mistakenly? What will be the process to fire?

  3. Great insights for those currently looking for work. Thanks Neil!

  4. Hi Neil sir,
    You said the truth, I follow all your videos, and you are my ideal. I seriously like the way you speak and the way you explain.
    thanks so much to be here for us.

  5. Hey Neil, I'm curious to know, either you give an opportunity to freshers or not?

  6. Someday I would like to hire people the same way. It's important to hire people who are willing to learn. It makes alot of difference

  7. Neil watching your content a while my question is out of context ..I want to make an listings website and app ..I consume a lot of content on YT and other informatics but asking you maybe made more easier for me …where should I start…

  8. Theres a lot more that goes beyond all of this standard HR procedure to really judge a person.. If the person has right zeal to acquire a skill.. it is not a good idea to "fire fast" .. this time i dont agree with you Neil.. from an Entrepreneur like you, there are higher expectations when you are judging another human being..

  9. Thank you for this video! I love how the channel has slowly inclined towards business tips, tricks, strategies and advise!

  10. I'm a student looking to make some money over the summer holiday. I have no interest in working in the retail industry. What should I do?

  11. Niel , Could you recommend tips to get 1 st job as a digital marketing

  12. Hello sir
    i wanna start my own digital marketing agency
    But currently, have no experience but doing an internship currently
    and thinking of doing at least 4 more internships would it be helpful for me or will it spoil my image

    Please suggest Your opinion seriously matters to me

    and one more thing can i do one intern with you

  13. Hey Neil !

    I want to become a digital marketer like you or even big marketer than you 😁

    But my parents have no idea about this they want me too study well and get a job

    But how can i convience them

    Give some Pro-Tips🤗👍

  14. "Hire slow fire fast" wear this quote t shirt while hiring them lol.

  15. Thank you again for sharing tips and tricks Neil. You are a good guy 🙂 from Barka, the senegalese man, your friend. You influence me a lot and I have an idea. Can I share it with you Neil ?

  16. Which online platform(website) is best to look for job seekers ?
    Which website do you use personally?

  17. Neil I have one question regarding to seo fluctuations, sometimes my keywords up and sometimes down on google. I dunno why keywords are fluctuating in very sort time ? And how can I stay ranked them like stable ??

  18. This is why I don't go to the job. people expect more results from you and pay you less.

  19. Neil, not only are you full of amazing resource recommendations and actionable advice, but you’ve made me realise something so obvious that’s easily overlooked as an entrepreneur; user experience.

    Sustainability is important and I’m very happy I stumbled across your content! I needed you to open my eyes to the real world opposed to viewing everything through entrepreneurial tinted glasses.

    It’s so easy to get stuck in the numbers and lose sight of user experience. I appreciate your time very much. Thank you.

  20. Can u suggest the best course and colleges to learn digital marketing. The degree which has value

  21. Hey Neil! Again another amazing post! Always learning something regardless of the subject.
    Just a quick question. It's not so much I'm looking for a job. However in my industry the job opportunities are on the rise. Especially when it comes to people who have seed to sale exp.
    The one place where I gained the most exp. And made me who I am today in this industry and now in a great position.
    However let's just say I was not running a company etc.

    This company I was with 2 years ago which lasted 3 years, we had a very bad falling out.
    I had made it to a position of district GM from just a (regular retail position).
    I'm a very ambious person and decided to start my own company on the side while still forfilling my duties as DGM-
    In my contract there was no compete claus.- and i also went and got legal advice, where i was told I was fine to start. When the owner found out he let me Go, and stomped on everything I had accomplished.
    That being said.. this company was my building blocks on how I am able to be successful and know bottom to top how to do things properly.
    Before I partnered up with my now new team.
    I had a very hard time finding a job in my industry and position of Manager or GM of other dispensaries.
    Anytime I used the companies name that I had the falling out with.
    I would never get a call back or an email…im afraid that my old boss has taken it upon himself to bash what ever I've said on my resume.
    This is the only reason I can think of that I'm not ever getting a call back.
    I'll see the position filled by someone else weeks later, and knowing so many people in the industry Ill hear from a friend that they hired someone who doesn't have as much exp as me or the drive.

    Sorry for long post,
    What does one do when I only have this one referral for this industry and specific job position. Which is so key especially when I see a video like this saying great bosses and hiring management will most likely call the previous job that reflects the cannabis industry. 3 amazing years stomps on and my name and everything I did for the company.

    ** side note I have 10 moleskins of notes and my day to day work I recorded while working there as well as the numbers ( how I increased the revenue from $1.5k daily to 8k-10k daily (a year later.)

  22. Have to say its pretty amazing Neil how you take the time to respond to these post for people, True sign of a true person !! ..Your Awesome bro !!

  23. ok Neil you can make millions of dollars. and you are already doing that. you will miss 90% of talented by this attitude. do you want robots or actual humans who can think and give you fresh ideas as well as action plan? Mark Zuckerberg hired talented people at beginning. Sean Parker is one of them he had bad experience with napster but still mark hired him because of his talent and ability to drive results. if someone don't have experience then ask him to show what he can do. don't go with the papers. Papers sometimes lie.

  24. Its okay to buy an expired domain? Because some expired domain have massive backlinks. By this, my backlinks issue may be solved.

  25. Will it will be very hard to rank a tech blog with content like that of makeuseof because of Competition from estabilished Blogs???
    Should I create such a Blog if I am 16 years old?

  26. This is true and these are good points. We learned this the hard way.

  27. How we get higher ticket price works? Higher consultation? How we get this Jobs Online?

  28. Why do u want to fire fast…. And then u also say if they keep on hoping job.. They will leave you too..

  29. Great Video, please suggest on freshers make a video on it or please answer in the comment. Thank You

  30. "Fire Fast" ??!! If you won't think twice before firing an employee why should any of your employee be loyal to you? Gone are the days when companies and organizations could get away with anything, I am not going to give someone else's company 100% of my time and talent…only to get screwed by them. If companies are don't think twice before firing an employee, why should an employee care about the company

  31. Excellent video – short, to the point, and every advice is valuable

  32. I find the whole concept of 'cultural fit' bit peculiar. If the new employee doesn't drink and your org/startup has a social event every friday/fortnight, thus 'ruining company atmosphere'. Is that a big hindrance to your company culture? Does this fit your definition of cultural fit, if not what's the standard definition of cultural fit? I am not huge fan of it since it can be used, and has been used, as a pretext in corporate america for certain demographics within your country: U.S.

    I'm a Brit and have seen some newly funded startups using this concept/idea over here, but it's usually just to imply and exhibit excitement and contemporary to prospective employees and investors; merely buzzwords. In an ideal world, the concept is great and pragmatic, however, in the real world it has advantage and disadvantages. The disadvantage out-weights the advantage. You sound like genuine and someone who judges on meritocracy. So, I know you have good intentions – at least that's my surmise from following for few years now.

    Nevertheless, apart from this, I like all your recommendation and completely agree with them.

  33. What would an international candidate need to have in order to be considered for a position in Neil Patel Digital?

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