Head of Recruiting
Almost every paradigm we knew about hiring has been turned on its head.
The global talent pool has been split wide open. Average tenure is getting shorter. Time-to-hire is getting longer.
Candidates want more. More global opportunities, flexibility to work where they see fit, and packages that take in their holistic needs between 9–5 and beyond.
Organizations need better. Better ways for navigating changing hiring norms, and processes for identifying the best candidates to give them a competitive edge.
Access to world-class talent has never been easier — but hiring world-class talent is a different story. And in this shifting context for hiring, repeating the same patterns that worked in the past are no longer enough to guarantee that you’ll be able to hire at all, let alone your top choice.
Staying in step with these shifts means companies have to compete on the quality of the employee experience they can offer just as much as they have to compete on compensation. You need to be able to differentiate your culture and build a solid understanding of each candidate if you’re going to stand out.
Creating an efficient, rigorous and repeatable hiring process that attracts high quality candidates isn’t just important — it’s paramount.
That means that interviews have become your differentiator.
A good interview process showcases your culture, sells your brand, and makes people want to work for you. A good interview process helps you to understand the difference between a candidate that’s ‘great’, and a candidate that’s ‘great for this role and for your organization’.
The quality of your interviews depends on training — however, interviewer training is often overlooked. At fast-growing companies it’s deprioritized because of limited time and resources, and a need to hire fast. In larger organizations it can become stressed at scale and overly-reliant on the select few interviewers that have graduated from the training program.
But your ability to operate as an organization depends on hiring the best people to do the job. If you can’t evaluate them, identify them, and entice them to come and work for you, then you’re going to get left behind.
That’s why creating a scalable interviewer training process is essential to your success.
Based on thousands of interviews, decades of shared experience hiring talent at organizations including Amazon, Uber, Typeform and Anduril, and empirical research in organizational psychology, we’ve put together a four-step best practice framework to build your own interviewer training process.
In this guide you’ll learn: