Things to Avoid in Hiring When Entering New Region
We all can agree that hiring requires resources - such as cost, energy, time. This is especially true when our business enters a new region, such as opening new branches in another country. So in this case, what are the red flags in hiring?
Extraordinary steps demand extraordinary measures from us - that’s why if your business already took the bold step of entering a new market, make sure you balance it with updated hiring practices.
Do you know classic interview questions such as: “What are your greatest strengths and weaknesses?” “Tell me about a time you overcame a challenge at work!”
“What are your greatest strengths and weaknesses?” is more often than not, failing to reveal useful information about a candidate’s competencies? Yes, the latest research published in Harvard Business Review this year acknowledged that traditional interview processes are no longer relevant; if you’re looking for talented people to contribute to your company culture, generate great performance, and stay with you for the long term, make sure to avoid the old ways in hiring.
Don’t use the same old set of questions when hiring in a new region, just because you’ve used it previously in the headquarters. It may have worked before in different times and places, but does not mean it will be relevant now, in a new country.
You can work out a more relevant set of questions and methods in hiring by collaborating with MPHRO companies such as KPSG. We understand that in the new age of business, especially after the pandemic, we should hire for critical-thinking abilities, tech-savvy, and interpersonal skills. Instead of being stuck in the same old questionnaire, why don’t we give them a problem to solve in real-time or have them play an interactive simulation game with their future colleagues/users?
Hiring in a new region should be an exciting new chapter in your business’ life. KPSG is here to assist you in realizing this vision. Contact us now for more information!