"I tend to ask direct questions"- When Shark Tank's Robert Herjavec shared how he hires his employees

Shark Tank star Robert Herjavec apparently had to make several mistakes in order to prepare an appropriate hiring process for his companies.

In a LinkedIn post dated September 1, 2015, Robert shared insights into his hiring interview approach. He revealed that he often asks candidates direct questions about themselves, their perspectives on his company, and their thoughts on the latest industry trends.

"I tend to ask direct questions in my interviews. For example — why should I hire you? Tell me your perspective on our brand? What’s your take on the latest industry breach or happening?" he wrote.

He further explained that, through these questions, he aims to learn whether the interviewing candidates are "well-researched, considerate in their responses, and able to adapt to tough questions."

Robert added that if a candidate struggles to navigate a conversation with him, it raises doubts about their ability to effectively engage with his valued customers.

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Shark Tank investor Robert Herjavec shared how he separates the top candidates from those who "simply have strong interview skills"

In his LinkedIn post, Robert Herjavec described the hiring process as a "balancing act." He explained that the employer has to ensure they get the right mix of "passion, drive, expertise, talent, and teamwork," which would help their corporate environment flourish.

Robert went on to discuss the Herjavec Group, a global cybersecurity firm, highlighting that his company provides a "highly driven and motivated environment." His sales team is focused on achieving targets while delivering outstanding customer service. Meanwhile, his technical team pushes beyond customer expectations and delivers a world-class managed services offering.

"In order to be part of the team you’ve got to be a self-starter, an independent thinker, someone who is comfortable digging in and getting your hands dirty, and ideally, a strong leader… someone capable of clearly communicating your vision to your teammates," Herjavec continued.

The Shark Tank investor further revealed that his team can usually gauge whether a new hire will be with them in the long term or not after the first 2-3 months of their joining. During the initial 90 days, new employees often experience feelings of being overwhelmed, uncertain, and occasionally in over their heads, as per Robert.

This poses an important question: How to identify a candidate who would be a long-lasting team member?

"Everyone always says they are motivated in an interview. Everyone is comfortable to put in the hours, do whatever it takes to succeed… we hear it all the time. How do you separate the top performers from those who simply have strong interview skills?" the Shark Tank investor wrote.

To address this challenge, Robert focuses on uncovering the core of a candidate's skill set. Using sales role interviews as an example, he shared that he first asks about the individual’s primary motivators. Then, he introduces an opportunity within their marketing team and asks if they'd be interested in learning more.

If the candidate hesitates in their response after the first question and expresses interest in the second role, Robert deems them unfit for his team.

Lastly, before bringing them on board, the selected candidate has to meet multiple members of Robert's executive team. Through this, the Shark Tank investor shared that he gets a better understanding of the person from other people's perspectives.

"Each hire is different but can influence the team so greatly that it’s important to take the time to get it right. Listen to your gut, be consistent in your interview approach so you can compare the candidates and seek the trusted advice of your colleagues to support the decision in the end,' he concluded.

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Shark Tank season 16 episodes air every Friday on ABC.