The 3 Stages of Hiring
You will be doing a lot of hiring when you grow your business. It will no longer be something you do only once a month. It will no longer be something you do once a month. Instead, it will be a continuous process of finding new talent, evaluating the best candidates, and maintaining a talent pipeline. You will need to find specialists to fill the roles. This will require you to know how to assess them and make sure they are happy to work for you. You’ll be required to do this dance more often than ever before. This is why you need a repeatable and reliable hiring process.
There are three stages to the hiring process: screening, interviewing, and sourcing. The rule of thumb is to move 25% people from one stage to the next. So, for example: If you are offering 1 job, you should interview 4, screen 16, and source 64 people. This is the first stage. It is where you promote the position to get people to apply. Stage 2: Screening
Screening is where you go through all the resumes and decide who to call. This is a task that is too time-consuming for business owners. You can color-code CVs based on their level of interest. Then you can scan the most interesting ones. Software can be used to store candidate information, communicate with them, and leave comments. For example, candidates can send you their CVs, which will be added to the software’s database. Managers can then go through the profiles and make notes. Managers can then review the profiles and make notes. It is important to determine if the candidate is motivated to apply and has the experience to move on to the interview stage. This will require a significant time investment from your part. You must also test their skills and verify that they are able to answer the questions. You can make an online quiz or send something challenging by email before moving to the next stage.At Flipboard, we built the site challenge.flipboard.com, where we post engineering problems. This site is designed to spark a conversation and not screen for specific skills. We simply ask candidates questions about the challenge. Why did you choose to use this language? Why did you choose to implement it in this way? Eric Feng, former FlipboardStage 3 CTO: Interviewing
After you have reduced the candidate list to 1.5%, invite the finalists to your office. Show them around, let the team know what they think, and then conduct the interview. This means that you should ask each candidate the exact same set of questions (subquestions may differ depending on the answer). This will allow you to compare candidates using the same measurement stick and remove bias.
General questions (why did they apply, employment history).
Questions about work (highly technical for the job they are applying)
Cultural fit questions (to determine if the
