Speaker 1: Welcome to How I've Work, a show about the technics
Speaker 1: used by the world's most successful people to get so
Speaker 1: much out of their day. I'm your host, doctor Amantha Imba.
Speaker 1: I'm an organizational psychologist, the founder of behavioral science consultancy Inventium,
Speaker 1: and I'm obsessed with finding ways to optimize my work date.
Speaker 1: This episode is another my favorite tip episode. The titles
Speaker 1: probably pretty self explanatory. It's about my favorite tip from
Speaker 1: each of the interviews that I conduct. So my guest
Speaker 1: today is Fred Shavester. Fred is an award winning business
Speaker 1: leader best known for co founding one of the world's
Speaker 1: leading comparison websites, Finder dot com. Find a dot com
Speaker 1: compares virtually everything from cryptocurrency exchanges and wallets, credit cards,
Speaker 1: and insurance, to savings, travel, technology, and electronics. Finder dot
Speaker 1: com attracts over eight to ten million visitors per month
Speaker 1: and now of rates in over eighty countries now. In
Speaker 1: this chat with Fred, one of my favorite tips was
Speaker 1: around how he goes around identifying top talent in the
Speaker 1: recruitment process. Sorry, let's head on to Fred to hear
Speaker 1: about some of his very practical strategies for finding the
Speaker 1: best people. When he is recruiting for finder dot com.
Speaker 1: I want to squitch gears because I imagine you probably
Speaker 1: spend time interviewing I imagine thousands of different candidates to
Speaker 1: work at FindOut, and I'm wondering, like, from all that experience,
Speaker 1: do you now have particular go to questions or specific
Speaker 1: methods that you've found to be effective to learn as
Speaker 1: much as possible about people in a short space of time.
Speaker 1: Oh yeah, tell me what they are.
Speaker 2: So one of them is I don't give the address
Speaker 2: of the interview, Like, so if you can't use Google
Speaker 2: and figure out where we are, then I'm not sure
Speaker 2: you're supposed to be joining an internet company. And it
Speaker 2: says so much right, it's are you proactive? You know,
Speaker 2: detailed those kind of things. Another question I ask is
Speaker 2: do you love to win or hate to lose? And
Speaker 2: the answer for me is it has to be one
Speaker 2: or the other. Either you love to win or you
Speaker 2: hate to lose. That's very specific. You're to be binary.
Speaker 2: You can't be like, oh, sometimes I don't mind, you
Speaker 2: know if we lose a little bit, or you know
Speaker 2: it's going to be a fun fight, or I'm like nah,
Speaker 2: wrong person. You can go and join the living team
Speaker 2: and then hand that win to me every single day
Speaker 2: of the week.
Speaker 1: What's that about for you? That answer? Like, is it
Speaker 1: just someone that is sure of themselves, sure of their opinions?
Speaker 1: What does that say to you?
Speaker 2: They're competitive, they want to win, they want to be great,
Speaker 2: and if they don't, then you know, I'm not sure
Speaker 2: that I'll work terribly well with that person.
Speaker 1: Yeah. Yeah, there'll be kind of a values misalignment.
Speaker 2: I guess correct.
Speaker 1: What else? What else are you doing? In recruitment, we.
Speaker 2: Always give them a test. I want to see some
Speaker 2: actual work. I sometimes I just give people a laptop
Speaker 2: and say, show me your work on the Internet, and
Speaker 2: I want to see them actually use their computer. You know.
Speaker 2: If they're like two finger typing, I'm like nah, you know,
Speaker 2: or they're like struggling to use the computer and the
Speaker 2: way they use it them like, ah, man, this is
Speaker 2: an internet company. You know you don't understand the Internet?
Speaker 2: Then well I'm not sure. Sometimes I do want people
Speaker 2: who are like that, but they can balance me out
Speaker 2: where you for certain roles. You don't want them to
Speaker 2: be too technical. You want them to actually think from
Speaker 2: a different perspective, and I think that's good as well,
Speaker 2: but in the most general sense. You know, if you've
Speaker 2: got a hotmail address and you're coming to an interview
Speaker 2: with me, nah, like two thousand and two is finished now, Yeah.
Speaker 1: There's some fun strategies any other go to questions that
Speaker 1: you're asking in the job interview itself.
Speaker 2: You know, I asked a lot of people like, so,
Speaker 2: you know, what's your superpower? I love to know if
Speaker 2: you're self aware, if you're committed to, you know, refining
Speaker 2: yourself to work out what is your best genius self?
Speaker 2: You know, I'd love to hear people. I also love it.
Speaker 2: What's the hardest job you've done? You know, if you
Speaker 2: if your hardest job was well, I used to work
Speaker 2: eight hours at the cinema and I used to collect
Speaker 2: the stubs so that people could go in. And it
Speaker 2: was long and now and it was boring and lah lah,
Speaker 2: I'm like, okay, Whereas my guys said, well, during the day,
Speaker 2: I used to work at a call center and sell
Speaker 2: you know, electricity prians, and then I'd go to university
Speaker 2: for two hours. Then I'd leave, go and deal cards
Speaker 2: at the casino, come home at one o'clock and do
Speaker 2: it all again. For seven days a week. And I
Speaker 2: did that for three years, and I'm like, I want
Speaker 2: to work with you because I have that same work ethic.
Speaker 2: You know, That's what I have. So I'm going to
Speaker 2: work with people who work hard.
Speaker 1: That is it for today's show. If you know someone
Speaker 1: who could benefit from this tip, maybe someone that does
Speaker 1: a lot of recruiting, why not share this episode with them.
Speaker 1: And if you'd like to listen to my full chat
Speaker 1: with Fred, you can find a link to that in
Speaker 1: the show notes.
Speaker 2: So that is it for
Speaker 1: Today's show and I will see you next time.