In our task-orientated work lives, thinking outside the box can sometimes feel like a luxury. But in this blog, we’re sharing some bright ideas on how hiring can be more like building a product, helping you to eliminate bias and boost retention.
Hiring is not just about the team you build – it’s about the process itself. We’ve been reading up on Dan Pupius, a former Googler who helped build Maps and Gmail, who’s well worth following on this subject.
This First Round Review piece highlights some of Dan’s insights from his time at Google, where he reportedly felt like he “snuck through their interview process – renowned for being an intensive, multi-stage affair that has since been grafted and replicated throughout tech”.
Dan later became Head of Engineering at Medium, where according to the article, he “wanted to build a recruiting system that wouldn’t have the same blind spots [as Google]”. Today, he is co-founder of Range, a communications tool, and remains an advocate for applying well-known mechanics of product development to the hiring process.
Here is a summary of Dan’s playbook according to the piece:
There’s lots of useful information in the piece, and it even includes a handy chart which interviewers can use to grade candidates (DNO stands for ‘did not observe’).
As Dan has alluded to, a product approach to hiring depends on knowing who is right for your company, and how they might align with your core mission. This is where the EVP (Employee Value Proposition) can help you put flesh on that bone. The EVP is all about defining your proposition to candidates, which is about more than just a pay packet. There are lots of opportunities to flesh out why your company exists and where it’s going, including:
In a competitive market, money alone isn’t necessarily going to sway the top candidates, so it’s worth embracing a methodical, product-style approach to implementing best practice at all candidate touchpoints.
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