Interviews: Traditional or Transparent?
It is commonly known that all individuals should put their best foot forward throughout the interviewing process – both applicants and hiring managers alike. Offices are tidied up, everyone is polite with introductory small talk, and professional game faces are on.
“My greatest weaknesses? I work too hard. I sometimes care too much about the work I do. I don’t know when to quit; some have even told me my tendency to over-achieve makes others in the department second-guess their value on the team.”
Sound like a familiar iteration of an answer you have heard before, perhaps a time or two? Many would liken a first interview to a first date, which begs the question: when do you really get to know what is underneath the surface?
When the right talent is working together as a team, miracles can happen – but assembling that talent is an ongoing challenge all leaders face. The truth is that hiring is hard. No organization has perfected the process as to how to exclusively hire the right people, but this Kaye/Bassman Publication shares some of the bold, quirky, and unique practices that may be incorporated into your own evaluation system.
Cultural Connections
After a successful first interview, digital music giant Spotify takes candidates out of the office and into…the bar? That’s right; this non-traditional setting allows candidates to mix and mingle with potential co-workers where guards are let down and the atmosphere is more relaxed. Alcohol is of course not required, but this environment allows managers to evaluate how the candidates interact in a group setting and with their potential peers. Spotify has sought to create a culture where employees are friends who get along, and this step in the interview process aligns with that objective.
Not ready for the group happy hour quite yet? Southwest prides itself on a culture that finds funny, outgoing people. Generally, the first interview is a group interview, so screeners can see how candidates interact with each other. Don’t limit yourself to thinking of just pilots and flight attendants when you think of Southwest; this group interview can be a phenomenal opportunity for evaluating roles involving customer service, sales, or any situation in which the majority of time will be spent interacting with others.
Most candidates know to be friendly with everyone they meet the moment they walk in the door, but some organizations take it to the next level when interviewing out of town candidates. Sedan drivers are a part of the process, providing feedback to the hiring team as to how they were treated by the candidate, their demeanor, and overall genuine and positive interest in the prospective opportunity.
Get Creative
As generations evolve, so can the preferred means of communication. Organizations such as Zappos are keeping up with that evolution by eliminating job postings. Instead, candidates must create a profile on Zappos’ social media site, including a video cover letter designed to showcase their true colors. Pizza Hut has mirrored Twitter in their approach to hiring talent for their digital media teams: each candidate is given a 140 second opportunity to showcase their skills. Although certainly not appropriate for every role, this method shows that Pizza Hut understands what they want in a candidate (expert micro-bloggers who can capture attention immediately) and how to creatively screen for that skill set.
A PUBLICATION OF KAYE/BASSMAN INTERNATIONAL®
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Photographers: Top Ryan McGuire, Center Right Kats Weil