Avi Arya walks through how to hire people for your company. He covers running multiple interview rounds, learning what candidates actually want from their work, and building a team culture based on empathy instead of just skills.
Foreign hi again. This video is about hiring the right employees. Ladies and gentlemen, this is Abhihariya, father of two girls, six dogs, husband to a superwoman, a streetcar a turn hotelier, now social media marketer and founder of Internet Moguls. So all of you people who are entrepreneurs, nodes or working in an agency network and you're wondering is there a strategy to hire the right employees? Maybe there is, maybe there isn't. I speak to HR people around the world. If I'm on a flight, if I'm at the airport, if I'm going for a jog, I'm part of many dog walking clubs and I walk with lots of people. And if somebody is from an HR field or is a senior CEO handling people and what has a 2 cents to contribute on HR perspectives. I really talk to them because I want to understand how HR is coming in. I've named my HR heart. So if you want to email my HR, it's not HR internetmoguls.com it's heart internetmoguls.com and I'm trying to build a culture of empathy in our organization just to say, hear out the other person, another human being. Let's see what they all have to say so that we can all happily coexist while we grow in the company. But let me give you two cents on what I have learned. I normally, when I like somebody and I like somebody's tenacity, I like to test it a little bit. So I will have multiple rounds of interviews and most of the times I see people sick. The first interview, sometimes they come in all crisp and they're talking well and they're giving you the right answers. Second interview, either they're never on time or they're never able to make it for the interview or that or the whole level of enthusiasm is gone or they're all over the place and that's when you know that whatever they were putting on was nothing more than just a show. And they might not be the right person for you, but I still give them another chance. I have a third round of interview because you know, I, I let two out of three interviews win and a third interview. And that interview is the deciding factor in that interview. If their value system remains the same, if their patience level remains the same, if they still want this job as much as they did before and they have a long term plan to be able to say, I came in, I studied your agency, I had understood what are the problems you're facing and this is what I want to solve for for you, 90% of the people who come in, come in and say, this is my resume, this is what I've done, this is where I worked, I want a job. This is the amount of money that I want. Instead, if somebody comes and says, avi, I understand that you are having a problem getting into the European market and you had some clients, you lost some of your clients over there. If I've done quite a bit of research on how to. I worked abroad and I know how the European market works, this is what I can do for you. And in fact, I made a one page business plan, if you don't mind. I can run you through the business plan and this is what I can do for you. If somebody understands the problem of the entrepreneur or the agency that they're going to meet and actually has a video plan and gives me a video plan and says, this is what I've done for you, I'm immediately contemplating hiring those people. And obviously those people are not coming at a regular salary of like everybody else. These people are going to be getting much more. So, you know, on hiring the right people, I test them and test them again and test them again. Three interviews, best two out of three, you know, if, if they come up to the expectations, they win, else not. The other thing that I like to do is I like to understand their family because I like to know where they're coming from. An army officer son, or you coming from a, you're coming from a broken family or where are you coming from? I don't judge people based on where they're coming from, but I do like to know their family background because I then need to see that. It allows me to see the hunger in a human being. Who are they working for? Are they working for their children? Are they working for their spouse? Are they working for their, their parents? Do you have a mission? Somebody said, I have a bank loan I need to take care of. Somebody says, I want to make a name for themselves. That's all fine. It all inspires me. I just want to know if you have hunger in your belly and you have a mission or a path or sometimes is it just that you want to grow 10, 20% on your salary every year and you're doing it only for yourself, that is fine too. But I'm somebody and I'm talking in this interview about how I feel is the right strategy. There might be many other strategies to hire people the right way, but this is what I do. I like to go behind the scenes and understand who they are, what they are doing who they are working for, who they are passionate about. Number three, I'll ask them to do a goal setting and a dream chart exercise. Every single human being that works with me in the company has to have a dream chart. What is your dream? What do you want in three months, six months, nine months and 12 months? I want to know your monetary goals, I want to know your spiritual goals, if any, or religious, it's not important. But still, if you have them, I'd like to know. Whatever you comfortable sharing with us, let us know. We give them a format, they fill it up and that's where I know. So are they aligned with their goals or are they saying something and they're mapping something else? So they might be of, you know, opting for a junior project management role and saying I want to make $10,000 a month and they might say that, you know, in two years time I want to become something which might be very impractical. So are, do they actually know where they're going? Are they in a lot? Are they in alignment? Or they just. It's okay. I hire people either ways, but I need to know. And then accordingly, I need to know how much I can help them with my internal team, my heart division in the office, and me myself to be able to take them to the next level. So ladies and gentlemen, you know, if hiring and HR and how to hire the right people, I'm no expert at that. But doing this for 10 years, you know, you do get a perspective and I'd like to share that with you. If you ask me these questions again in another video, maybe I'll be able to, to share much more light into this. But thank you very much for sharing your six minutes with me. Time is always of the essence and when somebody shares time, you know, spends their time watching my YouTube video or listening to me on any channel that you're listening to me right now, I feel very, very grateful and thankful for your time. Once again, this is Aviaria, father of two girls, six dogs, husband to a superwoman, a streetcar racer turned hotelier, now social media marketer and founder of Internet Mobile. Signing off, Sam.
