There needs to be a deliberate cadence to your interview process.
Just like a first date, you wouldn't say “hi, I'm Rick. before we start the date, I’d like you to complete this sexual survey and if I like your answers, we can continue the date.”
Now it may work on some people. But the question you need to ask yourself is who exactly are you weeding out? Answer… A-Players!
Today we are talking about the pros and cons of screening mechanisms and the proper order to deploy them to keep people engaged.
A business technology consulting firm in the Dallas, Texas area, and ForbesBooks author of The Big Commitment: Solving The Mysteries Of Your ERP Implementation. In 2011, Patterson founded The Vested Group, which focuses on bringing comprehensive cloud-based business management solutions to start-ups and well-established businesses alike.
Joel has hired hundreds of engineers & consultants and has learned a lot about what works in an interview process.
Today we discuss:
- Why a proper cadence is so critical in keeping top talent engaged
- How to set the correct sequence to avoid triggering “fight or flight” in top talent
- Saving your time with a video screen first
- Wasting a lot of time with interviews of unqualified people
- Need to be efficient with people's time- billable resources
- Elevated the quality of the people hired
- Not as many bad hires
- Missing out on good talent?
- Do people want to jump through hoops?
Why is this important to the company?
- Cost to replace a person
- 100-150k loss per person lost
- Culture impact of people coming and going
- Sunday test- call on a sunday
- Are you losing the top 20% in your screening efforts
- Value driven
How do we build into your company?
- Video - one way
- Phone screen
- Video Interview
- 2 sessions
- Job score card
- Core value
- Case Study to do
- Discovery call (Positioning)
- PDI (Pain, Desire, Impact)
- Culture, skills, culture, combo
- Behavioral questions
- Assessments/Assignments/Skills test
- Prefer working session to determine skills
- Connect the dots
- Core values drive hiring/firing decisions
- Interviewers represent cross section of experience and skills levels (AMA)
- Providing purpose quickly is critical to long term hiring success
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/