How to Design a Better Hiring Process

published 26.06.2020 14:25

by Alex Haimann from feeds.hbr.org

A better approach is to immerse job candidates in unconventional scenarios to gather the most useful insights about their critical-thinking abilities, tech savviness, and interpersonal skills.

Through trial and error, we have used our own experiences, as well as the most recent research available, to create a process that immerses job candidates in unconventional scenarios to gather the most useful insights about their critical-thinking abilities, tech savviness, and interpersonal skills.

Over video, we can determine a candidate’s tech savviness with programs like Zoom, as well as how they present themselves over video — an important skill, as this is how many members of our team will be interacting with prospects, customers, and other employees for the foreseeable future.

After the question portion of the interview, we schedule a 45- to 90-minute chat between the candidate and a team member who is an expert in their field, followed by a short exercise to test their collaboration skills.

Depending on the candidate and the flow of that interview, we might also ask less direct, general questions about their interests and what work they find most rewarding.