1. Group[in] – Better Together
How group interviews save time, money and drive new hire success
Ben Jackson | Chris Luettel | Ethan Hamilton | Jennifer Kind | Jocelyn Joyce | Laura Troy
2. Was it broken?
• Hiring practices were disjointed and time consuming
• Inconsistent approval from decision makers on key
candidates
• Onboarding new hire buy-in was low
3. Challenge – 15 reqs in 2 months
Pain Points
• Current flow too long and time
consuming
• Inconsistent approaches to
interviewing
• Approval process too long and
candidates left in pipeline for
weeks/months
Success Metrics
• Decrease time to hire
– Total # interviews
– Total # screening meetings
– Total time in interview process
• Increase quality of hire
• Improve onboarding
effectiveness
4. What is Group[in]?
• Inviting qualified candidates to an equal number of
panel interviewers to drive improvements in cost/hire
5. 5
Review Resumes Recruiter screening
Hiring Manager
Screening
2:1 Onsite Screening meeting
Wait for next
interview
Manager 1:1 onsite
Screening meeting
to collaborate on all
candidates
Go/No Go
recommendation
Review Resumes
Recruiter
screening
Hiring Manager
Screening
Group Hire
Screening meeting
and collaborate on
all candidates
Manager 1:1
onsite
Go/No Go
recommendation
Historical Process
Proposed Process
6. Group Interview 2 – 1:1 Interviews Post-interview
groups sync
6
Review Resumes
Recruiter
screening
Hiring Manager
Screening
Group Hire
Screening
meeting and
collaborate on all
candidates
Manager 1:1
onsite
Go/No Go
recommendation
12. 12
Candidate 2:
Mons. Brunette,
Laura & Jen
Candidate 1:
Madame Rose,
Ben & Eric
Candidate 3:
Lady Lavender,
Ben & Laura
• What about the Job
Description made you
interested in applying?
• What are you most
passionate about?
• Based on your past
experience and future vision,
why are you the best fit for
the position?
Group
Candidate 4:
Prince Azure,
Jen & Jocelyn
Candidate 5:
Captain Brown,
Eric & Jocelyn
Our challenge:
15 reqs in 2 months
Recruiter Phone Screen then Rejection: 11
Hiring Manager Phone Screen then Rejection: 6
Group Interview then Rejection: 11
Final Interview with Jason and Rejection: 3* *James Marsh was one that Jason passed on and will hire in July
Failed Background: 1
Hires: 15
Total: 47 Candidates that at minimum had Recruiter Phone Screen
Let me know if you need other specifics, I have names in a Word Doc to cross reference.
Explain the pipeline issue in a single slide
Look at our flow, how it feels for a prospect, and why it constantly recycles
Our challenge:
15 reqs in 2 months
Recruiter Phone Screen then Rejection: 11
Hiring Manager Phone Screen then Rejection: 6
Group Interview then Rejection: 11
Final Interview with Jason and Rejection: 3* *James Marsh was one that Jason passed on and will hire in July
Failed Background: 1
Hires: 15
Total: 47 Candidates that at minimum had Recruiter Phone Screen
Let me know if you need other specifics, I have names in a Word Doc to cross reference.
50% acceptance rate
8 group hire sessions
Here are some quotes from my perspective regarding the GroupIn interview process:
-Each candidate calibration meeting, I was able to gather definitive feedback and next steps to provide to the candidates.
-The candidate experience was extremely timely, feedback rich and definitive.
-I never left a sync up meeting without conclusive action items and next steps for every candidate.
-The interview process was both thorough and streamlined which provided for agile movement between those making hiring decisions yet comprehensive progression with plenty of opportunities to dig up red flags or highlight strong qualities.
-Quality was never compromised along the way, although start to finish these 15 candidates were identified, screened, interviewed, referenced and offered in roughly 2 months, it’s fair to say that based on comparative classes, especially of this size, these new hires are exceeding expectations across the board.
New Hire Quotes: L + D Group Interview
Sophomore Class:
Malorie: “I really felt like I was able to connect and relate with my peers. Then when we were hired on, there was automatically a sense of unity and teamwork between us.”
Yvonne: “Got a great vibe of the team dynamic that existed between everyone internally from Linkedin, from phone interview to group interview…all personality types were the same which made it easy to see what they were looking for in an employee.”
Jeff: “The group interview style really made Linkedin management seem very approachable. They didn’t give off the impression that one person was higher than another, just that everyone was apart of the same team.”
Freshmen:
Sarah: “Based on the personality types of the interviewews and interviewees – it really gives you a good idea of what sort of person they were looking to bring onboard.”
Zach: “At first I thought having your competition in the same room would be unsettling, but then I realized that I wasn’t the only one put on the spot…everyone else was too. It made me feel a lot more relaxed.”
Blaine: “I loved getting to meet people I started with and liked that the direct focus wasn’t all on me. It also gave me a chance to showcase my strong communication skills and highlighted where others may be lacking.”
Taylor: “I was nervous until the ice breaker…that made me feel comfortable and loosen up so my true personality could come out.”