In order to preserve a great candidate's experience and to avoid long interviews, we'll be evaluating between 2 and 3 skillset during an interview (referring to the scorecard).
The criteria to assess will be distributed according to interviewers area of expertise. For instance, questions related to on-the-job skills should be asked by the manager or a person who knows the job requirements inside out.
A similar interview process for all candidates to the same role, alongside a set of interview questions and a common scorecard will drastically help to reduce bias.
Here's a description of the typical interview process at folk 👇
<aside> 💡 Every hiring process aims to answer the following 3 questions:
We organize every single stage of an interview process to answer one or several of the above question.
</aside>
<aside> 💡 Aligning every stakeholder on a common approach for each step of the interview process to make sure every step is complementary (and not redondant) is a first step to building an outstanding hiring experience.
</aside>
{{step number}}.
{{Name of the interview stage with}}
{{Interviewer}}
{{Format and duration}}
→ {{Objective/Focus}}
💡 Tips & Tricks
Here are a couple of interview steps that I've found to be super interesting
Founder call: dedicated discussion with one of your founders to discuss more about the vision, mission and culture. They're the best person to share about all this so let's leverage them.
Ref checks: It seems like ref checks are the most controversial part of the recruitment process. Some person will strongly advise you in favor and some will strongly advice you against.
Personally, I've always thought of ref checks as a 2 way street (as every over step in the interview process it's a discussion). Although it will rarely change the final decision which is mostly based on previous steps, ref checks can provide great insights to better onboard a person on a given role, within a team.
If you decide to conduct ref checks here are a couple of tips you might find useful:
Conducting meaningful ref checks
360 feedback call: Although, we make sure to have actual discussions during interviews and to leave room for candidates to ask their questions, the dynamic isn't the same when you're in an interview. Once you've reach the end of an interview process, you may have different questions in mind.
The 360 feedback call (inspired from objection handling call in Sales process, thanks Adrien for the tips) is there to answer all of these remaining questions and to raise anyone's confidence.
🤓 Interesting reading on the topic
Offer call: we always present our offer (salary, BSPCE, perks and benefits, overall employment conditions) during a call.