Long ago, the business world settled on a conventional hiring process. And while some companies are experimenting with their own approaches, the standard elements—a cover letter, resume, and interview—still prevail in most places. The thing is, they don’t necessarily serve the end goal: hiring the most qualified candidate.
Despite its convenience, the traditional hiring process has its shortcomings. For one thing, resumes and cover letters only convey self-reported data, so candidates can and do bend their experiences to fit the job description. Quirky interview questions can sometimes lighten the mood and get a candidate to give more revealing answers, but they don’t necessarily identify the most qualified candidate. For instance, Airbnb has been said to ask applicants, “What would you do if you were the one survivor in a plane crash?” It’s a cool question, but (hopefully) not a predictor of success at Airbnb.
Here at Compose, we realized that our own hiring process was not only less than completely effective, it was also—like most—susceptible to bias. So we set out to make it more transparent, less subjective, and less biased—all while decreasing the time we spent finding the ideal hire. Here’s how we did it.
Sourced through Scoop.it from: www.fastcompany.com
The hiring process hasn’t changed for decades. This company scrapped it and started over.