What can Silicon Valley teach managers about the interview process?
Many of the best minds in the technology industry work in Silicon Valley at major sector leaders such as Facebook, Apple and Google. These companies are known for their dynamic technology and innovative workplaces, making them the ultimate destination for young programmers and engineers from around the world. As these jobs are highly sought after, the hiring process is typically a grueling, time-consuming process for the applicants, as well as the hiring managers.
During an Apple interview process, for example, one user experience designer told Information Age that he underwent three 30-minute screening calls over a four-month period that evaluated his level of interest in the position. He then had five one-on-one FaceTime interviews and an in-person visit to the Apple campus where he was interviewed by 12 staff members for six hours – and he didn’t even get hired. While your company may not have the time, resources or desire to go through this kind of extensive hiring processes, you may be able to hire better employees by following the examples of these Silicon Valley professionals.
What does a basic hiring process look like?
Though the order of events or types of questions asked may look different depending on the industry or the liability involved, many small- to medium-sized organizations have similar hiring processes. The vast majority may follow this particular order:
- The candidates fill out online or in-person applications and submit their resumes.
- Hiring managers screen these submissions and select a few to continue to the next round.
- Hiring managers call up candidates for initial phone interviews.
- Depending on the phone interview, certain candidates are asked to come in for an in-person interview.
- Hiring managers may then check references, backgrounds and more to make sure there are no red flags.
- Hiring managers reach out to the chosen applicant with an offer.
- The new employee accepts and goes through the onboarding process.
While this may be the way your office has always pursued its hiring process, it doesn’t have to be the only way. If your office is struggling with poor performance or employee retention, you may want to reevaluate the way you approach each step. This way, you will onboard qualified, excited people to your company, not workers who merely want to earn their paycheck without becoming engaged.
“Ask candidates random questions to gage their ability to think fast.”
How can you hire like a Silicon Valley professional?
While the Silicon Valley hiring process may be a bit excessive for your health care or retail company, what these hiring managers do have right is their ability to diversify their technique and keep interviewees on their toes. Many applicants have been interviewed before, answering the same questions over and over again until they have formed “interview perfect” answers to basic questions.
Ask candidates random questions to gage their ability to think fast on their feet. Present them with potential work-related scenarios to hear what they would do in those situations. Not only will it show you if they have studied your company and industry enough, but you will also see if they are fast learners and willing to work hard to gain and keep the position.
Silicon Valley professionals always have skills tests and questions during their hiring processes. Skills on a resume do not necessary mean that the applicants can actually use them, which is why implementing pre-employment tests during your own hiring process will help you weed out those who may not be fully qualified for the position they are applying for. Contact EmployTest today to see how we can help you hire smarter!