| It's an understatement to say our team spends a lot of | | | | characteristics and metrics that that we often refer to |
| our time thinking about hiring and recruiting. Over the | | | | during interviews: |
| last decade we've gained experience by heading | | | | Start with Ability |
| recruiting companies and corporate recruiting | | | | Obviously, if the potential candidate does not possess |
| departments, which eventually lead us to start a | | | | the ability to do the job at hand, none of their other |
| company that builds recruiting software. Team building | | | | qualities matter. It doesn't matter if this person can fit |
| has always been an integral piece of our experience. | | | | into the corporate culture or the long term picture if |
| When we started our first company an important | | | | they aren't able to complete the task at hand. There is |
| piece of advice we got was to develop a detailed | | | | no point in wasting your time, as well as the |
| selection process. This process involved creating a | | | | candidates', if they can't pass the test of basic |
| framework to evaluate our applicants efficiently and | | | | requirements for the job. That is why we always start |
| rapidly to keep up in an extremely competitive market. | | | | with a measure of the candidate's ability, which most |
| We even enlisted the help of an industrial psychologist | | | | often is a 'yes' or 'no' answer. |
| to streamline our interview process, which still works | | | | Move onto Talent |
| today. | | | | Talent is most often gauged through posing problem |
| One thing we've noticed is that most of our customers | | | | solving situations to the candidate and seeing how they |
| are also in very difficult environments for finding good | | | | react. This will tell us how this person's skill set can be |
| people. Engineers, IT guys, sales stars, marketing | | | | optimized for our company's long term objectives, like |
| masters and various other talent is hard to come by. In | | | | scaling a product or expanding to new vertical arenas. |
| addition, the recovering economy makes this pool of | | | | Finish with Character, last but not least. |
| top talent even smaller than usual. | | | | If a candidate is extremely skilled, has all the abilities to |
| So how do you make your hiring process more | | | | complete the job, and fits into a company's long term |
| efficient?First, get your hands on some simple and | | | | objectives, they would seem like a shoe-in. However, if |
| amazingly efficient applicant tracking software. | | | | their character doesn't jive with your management |
| Second, start interviewing smarter. It is clear that finding | | | | practices and work culture, they shouldn't be a sure |
| the top talent is becoming harder and harder, so you | | | | hire. Character is symbiotic with employee retention: |
| need to adapt. Instead of only looking to increase your | | | | employees that don't fit in, probably won't last. |
| hiring throughput, try to build on the skill-sets of current | | | | Some ways to measure character are interview |
| employees to increase their value. Think of it like a | | | | questions that test a person's behavioral and |
| baseball team's farm system, structured to build talent | | | | psychological disposition. The person's responses can |
| over the long run. A well run interview process won't | | | | be measured not only with the content of their answer, |
| only prevent bad hires, but it will also prepare for a long | | | | but also on their delivery (body language, inflection, etc.) |
| tail recruiting efficiency. | | | | Even if you have the best tools in the recruiting |
| We practice creating simulations of real-world | | | | business, your interview process needs to be polished |
| situations during our interviews to reduce the risk of | | | | to make good hires. This 'balance' between an efficient |
| bad hires and also to allow us to measure a | | | | process and wise assessment requires training, |
| candidate's ability to adapt. Overall, there are three key | | | | feedback and strategy on all fronts. |