Stop calling me “sir, si, monsieur”​ my name is ElMehdi

Finding the right people for your project or business is always chaos for the C-level decision-makers. Finding the right talents for the right position is energy and time-consuming, sometimes frustrating for being unable to acquire those talents with a creative and entrepreneurial mindset, especially for the early stages entrepreneurs who have low budgets or even none seeking to start with their journey and involve them.

For a new project that I’m working on, I have received more than 500 applicants for 4 different positions, and today I’m sharing what I have learned from this process.

Personally, I don’t like to interview people:

I’d rather establish a more non-formal conversation to get to know the talent to decide if it’s a good fit, go through ideas to grow the project, uncover and discuss their perspectives including professional and personal goals,

I don’t spend much time going through the resume:

Yes, it is important but what matters more is the talent engagement, evaluating your online persona including your social engagement, work portfolio, and published articles, which, I strongly believe, are typically more up-to-date and honest than resumes.

Don’t expect to be asked classic and redundant questions: As the setting is different, the interviewee has to be confident to ask questions! These provide insights that every interviewer is seeking for. In other words, your interests, concerns, and passions. You will get different answers on the same position, which will help you to dig deeper and unravel if the position you applied for is the right fit for your skills.

Being clear about your needs: To grant a fruitful meeting, create a common ground with your interviewer by being clear about your needs and asking them about their needs as well.

Talking about your future goals: Setting some time to tackle your future aspirations and how you will help to develop and achieve the organizational goals matters more than your work history. Thus, it will give you some background and credibility. Yet, what the interviewer cares more about is what will be your input and future goals.

Enjoy the process: Recruitment is known as a painful process but it doesn’t have to be. Remember that the interviewer believes that you are the right profile for the position and seeks common ground for both of you. The interviewer appreciates the enthusiasm and energy you are bringing into the conversation, so make sure to be clear with yourself and the interviewer as he/she needs to be transparent enough about the position and his/her expectations.

Many interviewers including me don’t like to be called “Sir, monsieur, si or sidi”. We can’t deny that it shows gratitude and respect. However, it gives the impression that you are the kind of person who follows the rules under the flag of professionalism.

There is more, but to debunk popular myths it is an enjoyable process that everyone needs to go through and experience. Remember that you are not looking for a job but for a leader who will understand your vision and needs, and who is supportive and keen to develop something great with you.