The demand for deep expertise has intensified the need for agile and specialised talent.

A McKinsey Global Institute survey underscores this trend, revealing that 87% of companies anticipate a skills gap, potentially leading to project delays, decreased productivity, and compromised competitiveness.

Over the last couple of years, the Southeast Asian region has experienced rapid economic growth and digital transformation, reshaping various industries and increasing demand for skilled professionals. In Singapore, for example, constant upskilling and finding new growth drivers are essential for long-term growth. However, mechanisms for promoting talent are not keeping pace with the range of skills needed for an increasingly complex economy and society.

Selecting the right independent professional is not just about matching skills to job descriptions; it is about understanding individual potential to contribute meaningfully both to the project at hand and broader company goals.

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To help companies in Southeast Asia identify ideal freelance talent, here are seven pivotal questions to consider during the selection process:

1) Understanding and interest: What do you know about our company and this specific role/project?

This question gauges the candidate's commitment and research skills. A well-prepared candidate will articulate how their skills and experience align with the role, showcasing their potential. For instance, they might highlight the differences in regulatory landscapes across the region, such as between Singapore and Vietnam, demonstrating their ability to navigate regional complexities.

2) Achievement analysis: What’s the biggest highlight of your career in the last two years?

This allows companies to assess the candidate’s transparency, communication style, and involvement in past projects. A strong candidate will tie their learnings into the current role or how those learnings are beneficial for this project. Responses lacking detail or relevance may indicate a mismatch between the candidate’s experience and the job’s demands.

3) Problem-solving abilities: Case-study analysis

Case interviews test problem-solving and communication skills. Challenge candidates with real-world client issues, evaluating their originality and analytical depth. Success here indicates a candidate’s ability to handle complex project challenges and engage actively by asking questions, demonstrating their comprehensive grasp of the subject matter.

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4) Career motivation: What are you looking to do differently in your next role?

This question provides insights into the candidate's motivations and career aspirations, highlighting whether their goals align with the company’s culture and the role’s demands. It helps differentiate between thoughtfully planned career moves and impulsive decisions, identifying potential red flags like money-driven motives or unprofessional attitudes.

5) Unique strengths: What is your superpower, and how will you leverage it to make an impact here?

Asking about a candidate’s "superpower" enables companies to assess how an individual's talent can enhance team performance and contribute positively to company operations. This inquiry delves into self-awareness and uncovers distinctive abilities, providing insights into the candidate's future growth and value to the organisation.

6) Resilience and learning: Describe a significant mistake you made. How did you handle and rectify the situation?

This question sheds light on a candidate’s maturity, resilience, and willingness to learn from their mistakes. With resilience being crucial in fast-paced markets like Southeast Asia, it's important to find independent talent who can admit weaknesses, take responsibility, and demonstrate problem-solving skills.

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7) Cultural fit: What aspects of your previous company's/project’s culture do you wish to bring or avoid in your next role?

This question evaluates the candidate’s cultural preferences and adaptability, crucial for ensuring long-term satisfaction and retention, especially in a flexible workforce. Understanding cultural nuances and diverse work environments in Southeast Asia is essential for success.

Additional considerations for the modern workforce

In addition to the above questions, companies should consider probing a candidate’s approach to remote work or fostering a diverse and inclusive environment. These aspects are crucial in today’s global workforce, especially for on-demand talent that often operates in remote or hybrid settings. This will offer insights into a candidate’s self-management skills, which are indispensable in today’s workforce settings.

Building a competitive on-demand workforce is about more than just filling skill gaps; it's about finding talent that can thrive in your company's culture and contribute to its growth meaningfully.

By incorporating these refined interview questions into your talent search, you can ensure a more holistic evaluation of potential hires. Some talent platforms facilitate this process by connecting businesses with a global pool of vetted skilled independent professionals, ready to meet your project's unique needs.

The right questions can lead you to the right talent, transforming your workforce into a dynamic and agile force ready to tackle tomorrow’s challenges.