over the past 10 years over 100 people have worked with us to build a locks at different stages
some have secured high quality jobs in related industries and a handful have stuck with us since
the beginning there's a secret to hiring talented people and keeping them engaged
after battle testing multiple variations here are 15 questions we ask when hiring people at Alux.
Go through them and see if you can use any of them in your company or maybe you'd want to join ours
All right aluxers let's jump into it.
Number 1 • I've read your CV but tell me your story
we actually go through every applicant we receive no matter if they're super young
and just starting out or someone with experience.
Only hire people who you genuinely enjoy spending time with
the reason we love asking this question is that your CV isn't who you are we are the product of
our life stories and although technical skills are a requirement for technical positions you're
better off hiring based on personality than just a spreadsheet a good hire is a mix of
skills personality and motivations this question allows you to figure out all three of them broadly
it's also an opportunity for them to open up a bit and don't worry they won't take as long as you think they would.
Number 2 • What's one hard moment you've had to overcome and how did you do it
this one is all about character the sooner you determine someone's true character the
sooner you figure out the fit working in a fast changing environment such as the one Alux is in
will bring a constant flow of challenges you want people who are creative problem solvers and this
gives you a glimpse into that
Number 3 • What's one achievement you're really proud of
The main reason we love asking this question is because it sets the bar on what they consider to be an achievement.
One of our core values is excellence and you can tell if they fit in with that.
It also gives you a glimpse into the things one is proud of and from this you can derive the things
that motivate them you can drill in a little bit and identify what exact roles they played in the
process and what things didn't go according to plan.
Great achievements always require great sacrifices.
A smart follow-up is identifying what they had to sacrifice to get the achievement
Number 4 • What motivates you
The secret to keeping people long-term is aligning the company's journey with that of their own
Don't accept superficial or standard answers.
You want to dig as deep as possible for the more you understand what drives them the more effectively you can
deploy their skill set.
In our experience here are 5 of the most common motivators we've identified.
1. money and rewards people who say money isn't important are either rich already or lying.
2. desire to excel these are people who want to continuously improve their skill set and
if your workplace fits that description they'll join the ride as long as it benefits their growth
3. Having an impact and helping others for them money is not the primary driver they want to know that they matter
4. power fame and clout they want to feel important and they will leverage
your company to broaden their reach.
5. passion these are people who would do it even if they weren't being paid, so figure them out.
Number 5 • What's your superpower and what's your kryptonite?
we strongly believe that every individual has a superpower the sooner you identify the superpower
the sooner you can deploy them to their full potential it's always fun to see just how
amazingly accurate people are at identifying their strengths instead of wasting time
just be a straight shooter.
find their superpower as well as the thing they need to improve the most.
As an example creative people are usually bad at structured tasks.
So, never give superman something to do in a room made out of kryptonite you'll be wasting everyone's time
Number 6 • tell me how you deal with something you worry about the candidate
you can usually tell pretty quickly what kind of person someone is especially if you've done
this a couple of times before some people are idea generators some are creatives and some are great
executioners and their kryptonite is usually on the other end of the productivity spectrum
instead of having a predetermined impression about them and shutting them down
allow them the opportunity to win you over number seven what's the biggest mistake you've made
let's be honest mistakes and failures very much like thanos are inevitable.
For some people this is a very difficult question you want to see that they're able to comprehend
analyze and break down their past performance.
this will come naturally for people who are looking to self-improve.
You want to hire them.
Number 8 • what's something people usually misunderstand about you
you might be surprised but this is actually one of the most valuable questions from the list.
We're all misunderstood in some way and it's the perfect opportunity to really get to know them beyond the facade.
This is where they reveal the other side of the coin that's not on display all the time
Number 9 • Who was your best boss? Who was your worst boss?
everyone has a different style of leadership
This question is designed for you to identify if they fit with yours.
Don't be scared to drill them for details.
What made that specific boss so great or so terrible.
This allows you to identify the leadership tools they respond to the best and push the right buttons to motivate them
Number 10 • Will people follow you here?
One thing we've learned firsthand is that everyone in your company is a recruiter.
The people that stuck with us the most were those brought in by other happy employees
They get us they get the culture and there's an undisclosed responsibility that
comes with sticking your neck out for someone else if you want your company to grow the best
place to start is to expand from within.
Number 11 • How do you decide what to do next in life?
We're all constantly evolving individuals what we've found is that there are certain phases of
someone's career path: if you don't promote them. if there's not room for growth or
to reinvent themselves in a different area of the company they will leave you for some place where they can do so
we like asking this question because they're at an inflection point right now as they are
taking the interview pay attention to what they say in their answer for it'll determine the path
they take at the end of their current phase.
Number 12 • What do you do for fun?
Let's be real. building a company brick by brick is a lot of hard work you need to understand the full spectrum of
someone's personality if you really want to get to know them
At Alux we want to be excited by the things that we're building almost every new project we've challenged ourselves with
be it the original travel videos or courses we've had a blast putting them together.
A good team works effectively together but can also have fun as a group if you vibe together you can build together.
Number 13 • What do you like about Alux?
With this question we're looking to see how much they understand what our company is.
You want to hire people who are aware of the things you're building
ones who feel connected to the vision you portray and want to be a part of that process
it also serves two secret purposes: one it allows you to understand what external people appreciate about your company
and two it gives you a glimpse into your differentiator in the marketplace
Number 14 • If you could improve one thing at Alux what would it be?
This is where you see if they have an eye for improvement.
Builders can point immediately to a few things that they can sort out.
This makes them seem serious and ready to put in the work.
For example, we know our Instagram could be improved so we're looking for someone
who's embedded into that culture to take over that.
Our courses are incredible but we don't have a dedicated person focusing exclusively on promoting them.
some of the scripts could always use a little more work we recently hired an incredible
community manager in order to make sure there's an actual human being answering your questions
be it through email or in our mastermind groups. You want people who are able to identify the holes
in your boat and be willing to fill them up for you.
Number 15 • What questions do you have for me?
An interview isn't a one-way street best practice is to reserve 10 minutes and answer any questions they might have.
This is where you sell the vision for the company and make sure they understand
where this boat is headed never neglect the fact that they are interviewing you as much as you
are interviewing them
As a good rule of thumb they should always have one or two questions ready.
For interviewees, here's a pro tip always ask how your performance will be measured
and how will you know if you do your job right this clarifies the terms of the deal and what your focus is.
And since this is a conversation with our community we want to pass on this question to you
what is your favorite question to ask when hiring someone? Let us know in the comments!
We are genuinely interested in picking up some valuable ones from you guys.
A nd for those of you who've watched until the very end of course there's a bonus waiting for you
and that bonus is a new alux is coming.
We saved this for the end of the video because
it's something personal that we've been working on a lux as we know it is slowly approaching the
end of its caterpillar stage progress is made behind the curtain and although the content on
the outside has been pretty linear we've been secretly building the next iteration of alux
our mission is to change the freaking world by educating one billion people on what it takes
to live a fine life.
Knowledge should be free or as cheaply available as possible so we can reach the masses.
we will leverage technology to distribute knowledge to as many people as possible
for the past two years we've been building in silence behind closed doors something that will
take the relationship between you and Alux to the next level
by watching our videos by purchasing our courses you have financed
this building process and we are super close to finishing.
When we started alux there was no Alux you only had a handful of books and we know because we read them all.
We were disruptors in the space of self-help and we're about to do it again.
We want to take education to the next level because what is the point of education if not to make your life better.
That's what we're building at alux we're building the future and if you think you can directly
contribute to our goal send us an email at support alux.com answer the questions in this video and
we might end up working together these are the positions we are hiring for:
We can't wait to hear from you and for everyone to experience
this new alux that's coming soon.
The future billionaires will finally get the true knowledge that they deserve.
Instead of writing a specific word please like this video because
YouTube is literally crushing our channel. We're almost there Aluxers, we're almost there.
you