We don’t need studies or research articles to tell us that a company’s people are what sets it apart from its competitors and ensures its success. We only have to look at our own experiences as consumers to know that people play a huge role in the impressions we have, and therefore the decisions we make regarding a business. People build trust between a brand and a consumer. People provide the great customer service that keeps customers coming back. People are the soul of any business – and because people are a company’s greatest asset, it’s absolutely essential to hire the best talent available, claims Josh Cote at EA Worldwide Acquisitions. The firm release their guide to attracting the best applicants, and hiring the perfect match.
About EA Worldwide :www.eaworldwide.co.uk
Consistently getting the right people into the right roles enables organisations to grow and innovate. Finding the right people is a priority for every firm because failing to do so can result in a loss of confidence with shareholders, a loss of market share and ultimately a loss in their bottom line profits. ‘When expanding a small business, the first focus should be on finding the right people in marketing and sales’, says Josh Cote, Managing Director of EA Worldwide Acquisitions. He continues to suggest that the best approach to finding top talent in marketing and sales is to cast the net wide. Great marketing and sales people can come from any industry, and don’t necessarily need a ton of experience or specialised education. ‘Go with your gut more, but be strategic and ask the right questions’. Other roles in accounting, finance, PR are more qualification based so require a different approach, he adds.
In a recent article on entrepreneur.com (24 Feb 2015), the type of questions businesses need to ask and what the answers say about a person were reviewed. EA Worldwide have reviewed this article to create their own guide to hiring the perfect marketer.
Fact-based questions
Most interviews will begin with fact based questions. These are informative and will help confirm if the candidate has the skills required for the role. In addition, the information can be cross-checked against references to verify accuracy. Examples of fact based questions include:
•How long did you work at your last job?
•Have you ever taken on a management role?
•How long have you worked in the industry?
Situational questions
Fact-based questions will provide valuable information, but they don’t give any insight into how the candidate will handle unique situations that may arise at the company – this is why situational questions need to be asked. Examples of situational questions include:
•You’ve just picked up a call from a customer who claims to have not received his shipment, even though UPS confirms it was delivered. What do you do?
•You’ve been put in charge of planning the company’s nationwide conference. Where do you begin?
Behavioural questions
Behavioural questions will shine a light into the candidate’s past behaviour and it is a rather good indicator of how they might act in the future.
•Describe a time where you made a major mistake and had to think on your feet to come up with a solution.
•Describe a situation at a past job where you had to take initiative.
EA Worldwide Acquisitions is an outsourced sales and marketing company that specialises in face to face customer and client interaction. The firm work with a variety of industries including telecommunications, charities, energy, security, credit and various home delivery brands. EA Worldwide Acquisitions have a vision to develop the most effective and largest direct marketing firm in the UK and Europe for clients.