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![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](https://image.slidesharecdn.com/groupingrouphireprocess-140623162743-phpapp02/75/Group-in-group-hire-process-1-2048.jpg)
![What is Group[in]?
• Inviting qualified candidates to an equal number of
panel interviewers to drive improvements in cost/hire](https://image.slidesharecdn.com/groupingrouphireprocess-140623162743-phpapp02/75/Group-in-group-hire-process-4-2048.jpg)
![Decrease Time to Hire01
7
©2014 LinkedIn Corporation. All Rights Reserved.
Success Metrics
• 8 Group[in] interviews in 7 weeks
• 47 candidates through phone screening
• 15 Total hires
• Reduced time between recruiter screen and on-site with predictable
time reserved for group hire (minimized coordination between ES
managers and TA team)
• Approvals all made same day as group hire
• Reduced cost of interview by 25% over traditional model](https://image.slidesharecdn.com/groupingrouphireprocess-140623162743-phpapp02/75/Group-in-group-hire-process-7-2048.jpg)
Uploaded byBenjamin W. Jackson
Group[in] group hire process
Group interviews save time and money in the hiring process while improving new hire success. The traditional hiring process was long, inconsistent, and led to low new hire buy-in. A proposed group interview process would have candidates participate in panel interviews with multiple interviewers simultaneously, allowing feedback to be shared immediately and assessments to be made collaboratively. Metrics showed the group interview process decreased time to hire, improved quality of hire as seen in early performance, and led to new hires feeling more comfortable during onboarding from the group setting. The process change helped hire 15 candidates within 7 weeks to meet hiring needs.
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Group[in] group hire process
- 1. Group[in] – BetterTogether 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 – 15reqs 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 Recruiterscreening 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
- 7. Decrease Time toHire01 7 ©2014 LinkedIn Corporation. All Rights Reserved. Success Metrics • 8 Group[in] interviews in 7 weeks • 47 candidates through phone screening • 15 Total hires • Reduced time between recruiter screen and on-site with predictable time reserved for group hire (minimized coordination between ES managers and TA team) • Approvals all made same day as group hire • Reduced cost of interview by 25% over traditional model
- 8. Improve Quality ofHire02 8 ©2014 LinkedIn Corporation. All Rights Reserved. • Unique opportunity to see how they interacted in a group setting, predicting how they may influence their peers in role • Immediate feedback channel, allowing consistent and “fresh” feedback from interview process Success Metrics • Initial CSAT and production significantly exceed previous classes • Reps added to phone support at 6 weeks, due to high competency (traditional has been 12 weeks)
- 9. Onboarding Effectiveness |What does it feel like? 9 ©2014 LinkedIn Corporation. All Rights Reserved. Taylor: “I was nervous until the ice breaker…that made me feel comfortable and loosen up so my true personality could come out Blaine: “I loved getting to meet people I started with and liked that the direct focus wasn’t all on me.” 03
- 10. Onboarding Effectiveness |What does it feel like? 10 ©2014 LinkedIn Corporation. All Rights Reserved. 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.” 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… 03
- 11.
- 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
- 13.
Editor's Notes
- #4 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.
- #6 Explain the pipeline issue in a single slide Look at our flow, how it feels for a prospect, and why it constantly recycles
- #8 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
- #9 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.
- #10 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.”
- #14 Note: Shutterstock photo 167749568