Craig Young’s Post

It’s pretty powerful to say, “I would not be in this interview had you sent me the assessments before we had a conversation.” _________ My new company requires 2 assessments during the interview process. Their typical process *was*: 1. Application 2. Assessments 3. Recruiter Phone Screen 4. Interview with hiring manager 5. Ride-along (for some roles) 6. Final interview with CEO and/or GM But not with me. My 2nd step was an unscheduled call from the CEO & GM on speaker phone. Not because I’m special. But likely bc their recruiter was no longer there and they needed to make headway fast. If they’d followed their process, I wouldn’t be working there now. Because I won’t take assessments before I’ve determined: (1) it’s a company I’d like to work for and (2) it’s a real position they’re actively recruiting for And you can’t determine either of those things without having a conversation with a live human. So I shared during the interview process that the first thing I would want to do in this role is reverse steps 2 and 3 in their hiring process. I believe we’d be losing a lot of quality candidates… Like myself. I totally get why companies do it. Heck, I used to support this method in previous jobs. I mean, if you’re looking for a “sales profile” for a sales exec, why would you want to waste time talking to someone who doesn’t have the top behaviors you’re looking for? It makes perfect sense! But being a job seeker changes your perspective. Gives you valuable insights. Yes, you may have whittled down the candidate pool, removing those without a sales profile. That’s true. But how many candidates *with* those qualities did you also remove from your candidate pool? Does it take up more of my time as the recruiter? Absolutely it does! But, big picture - it saves time by finding a candidate sooner. And ultimately I’m more successful as a recruiter because of it. I get the chance to share the great things about our company so the candidates are motivated to complete that next step that so many people avoid- testing. The very simple fact that all 4 people during my interviews respected my point of view on switching those two things is *huge*. And is why I chose to work there. That very simple fact shows that they trust the people they hire to do their job as the experts in their field. And that’s something that was missing in the other role I was in final round with at the same time. The interview steps now: 1. Application 2. Recruiter Phone Screen 3. Assessments 4. Interview with hiring manager 5. Ride-along (for some roles) 6. Final interview with CEO and/or GM _____________ TL/DR; 🔥Give assessments (if you must) AFTER selling your company to the candidate. 🔥Answer your phone when you’re actively applying for jobs, even when you don’t know who the caller is. 🔥Trust the people you hire to do the job you hired them to do; they’re the experts.

7 ChatGPT Prompts To Help You Win More Job Offers:

Well said Jason Bradwell