In this video, you will find out what our hiring process is, and why it is like that. 

The main purpose of doing this is so you understand our interview process and our interview tone. 

Ultimately, it is a proper interview process but I do not want it to be very formal and rigid. 

The reason is because I really want to find the right person for the right job. 

I want to help you discover more about yourself and let you discover if this position is really right for you.

I have countless case studies where someone applied for a position which ultimately through the interview process, I found that it is not the right job for them. 

And in fact, I recommended the right job for them within a company, or in another department. In the end, they thrived there. 

Let me give you an example. 

One of my team members applied for an administrative role. 

However, after going through the interview process, looking at her resume, looking at all the different things that she did in the assessment round, in the interview rounds, and all these things, I found that she actually could be a very good digital marketer. 

I recommended it and I pushed her in that direction. 

Guess what, she's right now our marketing manager and I believe in the future she's going to be our marketing director. 

That's what I mean by getting the right person for the right job. 

This is going to be a proper interview process, but it's not gonna be very formal and rigid. 

Ultimately this is about helping you discover the right position, the right job. 

I have many more case studies. Let me at least share these with you first. 

I have hired the wrong person many times before. 

There's this guy called Leonard. We hired him to do admin and customer service kind of stuff. 

However, the majority of our work is remote-based. There is no in-person interaction with people. 

So ultimately based on his personality, he got bored and then he delivered poor performance. I had to get him to leave. 

In the end, he went to find an events management job, where he can interact with people live. 

That's where he thrived and I am so happy for him. 

However, we had to go through a painful process of working with him to find out that he is not the right person for the right job. 

So therefore, I want to minimize all these errors in the hiring process as much as possible and I can only do it with the cooperation of the applicant, when they are open, when they are honest. 

They tell us about themselves and they fully participate in the hiring process and do the assessments properly and carefully. 

At the end of the day, it is about you finding more about yourself and then you assess if this job is suitable for you. 

Same for me - I want to find out more about you so I can assess which position is right for you, and if I have any open positions within the company that can fit you. 

If not, then guess what, maybe I will recommend you to go and find a job somewhere else. 

If I have the position, I will let you know and I will push you in that direction. 

So case in point, when I hired the right person, this person is still with us, came in as a marketing executive, now as a marketing manager. 

Six years ago when we hired the right person, came in as an operations executive now as the operations director. 

My belief is very, very simple. 

Everyone has natural strengths and weaknesses to do certain things. 

They will do something effortlessly, and they will do it well. 

They might do certain things and they will be super disciplined, super reliable, super focused, and you don’t need to remind them, nag them, push them and whatsoever. 

They will automatically read about it, study about it, learn about it more and they will do well in the position. 

My goal is to be able to help you identify that for yourself and to identify for me. 

Ultimately, like I said, I only want the right person for the right job. 

So how are we going to do that? 

We are going to do it through a couple rounds of different assessments and different interviews. 

The interview round is going to be pretty much a long and careful process. 

Because once again, a wrong hire is a waste of your time and a waste of my time. 

Next, we are going to filter out the weak people and retain the top performers only. Why? 

Because the top people want to work with the top people. And the top performers also know that any interview process and application process that is easy is definitely not a top job. 

And my team members actually appreciate me for doing this because this process really ensures that the quality of the team is really high. 

Next, there are 3 kinds of assessment that you might receive - the personality kind of assessments, there are task-based, and there's cognitive one. 

So what does personality mean? So personality assessments means, what is your MBTI, what is your natural entrepreneurship profile, so on and so forth. 

You might be getting some of these assessments, some of them may cost us US$97 to give it to you. 

But guess what, we will put in the investment just so you take the assessment, and then we can assess if it is the right fit for you and for us. Some of it might be free as well. 

Next, the assessment might be task-based, but what does it involve? 

You will be working on some tasks that you may potentially be working on in the future. 

Why do we do this? Very simple. 

Number one, it's to give you a taste and to know if you like doing some of these things.

Are you able to withstand the pressure? Are you able to do these things on a regular basis in the future? 

If the answer is no, let me know, don't do the task, and then you can go and find something else. 

If you can do it, then we will assess also to see if you are suitable for this position or not. 

Next, cognitive assessments. Basically, this will involve some IQ test, some numerical reasoning, critical thinking, problem solving, and so on and so forth. 

You can easily find some of these cognitive assessments and you can practice way beforehand, way before you might even be getting a chance to do these assessments. 

Because either you interview with us or with any company, I'm pretty sure there will be some level of cognitive assessment. 

Last thing you want to do is to not practice and get poor results for this. 

And then the last step of the hiring process will be an interview in person. 

Ultimately, as you can see from this, from the tone of this video already, is that the interview process is going to be casual, not extremely formal. 

We are a startup. We work closely with our team members to make sure that they enjoy the work, and that they bring results for the company. 

And in the interview process, I wish that we can always have genuine conversations.

Open and transparent, just like what I'm doing right now with you and not having textbook answers and talking some rubbish that ultimately we all can smell is rubbish. 

So that is it. I hope that you have gotten a better understanding of our hiring and application process, and why we do it this way.

I look forward to seeing you in the next few rounds.

All the best,

Josiah Tan
Co-founder of the X-Factor Method™