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September 11, 2013
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I stopped asking for resumes a long time ago. Now, I simply post three questions and have people submit their answers along with their Linkedin profile URL. I asked for detailed responses to:
Tell me everything you know about my company. Why do we exist? Share with me any experiences you’ve had that help you understand what we do and why we do it.
Why are you applying for this job? What attracts you to it and why do you think it’s a good job for you?
What do you think makes a great employee? Why? Give examples to back up your statements.
This has greatly improved my ability to find the right talent. Here’s why…
My application process is more like a "pre-interview."
In my very first interaction with a potential hire, I get valuable hiring information from their answers to my questions. I learn:
How knowledgeable and connected they are to my company and industry.
How well they can articulate their thoughts.
If they can write effectively.
Whether they are truly interested in the position.
What kind of work ethic they have.
How confident they are in their ability to get hired.
Plus, it makes the phone screen much more effective.
By the time I get through reading a candidate’s answers to my questions and review their Linkedin profile, I start to feel like I know them. It makes getting on the phone and striking up a meaningful conversation with them much easier. I can usually tell within five minutes on the phone if their answers were legit – a deciding factor on whether I’ll bring them in for an interview.
A "panel interview" over lunch or coffee is the deciding factor.
When candidates makes it to the in-person interview, I schedule it so the entire team can go to lunch or coffee with them. That way, I can see how candidates interact socially and whether they can adapt to the team. We also find it easier to talk about our work and ask questions of the candidate that we can all evaluate. Yes, it’s a lot of pressure to go on a panel interview, but the informal way we conduct them usually puts the right candidate at ease. We are a small team, so being comfortable with each other is an important factor in who we choose.
For me, the hiring process I use saves time and improves the quality of the candidate I receive. I get less applicants, but the ones I do get are always better matches!
Posted by:J.T. O’Donnell