When I interview people I always ask them "What is 1 + 1?" If they answer "2" I don't hire them.


Those that answer "Whatever you want it to be." always get hired.

The first question I ask job candidates in an initial screening interview is what was the last book they read. Usually the interview stops right there.

I will ask him about his last book that he red and what book he think everyone on our team should read?

It would be simpler to just craft a better job ad.

I am more interested in character. Experience is gathered so humility, teach-ability and patience are the things to consider.

I don't know how, but I just feel if the person is right for me and I should hire him.
He could be the best of the best in a particular niche, but if you just don't feel it's the right person, you shouldn't hire.

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Hiring new people is one of , if not the most, important thing that any business does. Poor selection can create issues for years to come.
A candidate can have the greatest CV and references but if they don't have those intangible traits that lets them fit in then all the paper quailifications are worthless.
So they need the 'skill' you are looking for but more importantly they need to be both teachable and have the ability to teach. And the personal traits which will enable them to fit in with both the people and the culture of the organization.
Standard HR approaches don't always manage to do this.

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If hiring one-off for projects on places like Freelancer or Upwork, I like to post a small project first, with a very clear process description. If that goes well, I invite one or a few more to the next project.

I would check with at least few providers, compare their expertise with price demand.
Ask them what they will deliver to me, what they have understood from my details and how the proposed would do.



I usually hire programmers/developers from odesk/freelancer.

Only if a task cannot be automated, then I'd outsource the task to a reputable company with multiple staff, incase I want to scale the tasks.

I seldomly hire staff, these days. I employ services.

Guys sorry, but most of you are asking such a silly questions...
I just ask simple questions, and even if they answer wrong I hire few of them, try them and if they do a HQ job I keep them lol

Give them a task to do as part of the application.


Used to ask appraisers to upload sample of their work... the upload function, though, did not allow for files as large as the most basic sample.


First day, I got 12 applications. 10 did everything but, of course, failed to upload a sample. And they said nothing about it. 1 applied and informed me the upload button did not work and why. One did the same and added he'd looked up my office address and sent a sample via regular mail.


Guess who piqued my curiosity?

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