As I’ve worked with tech startups as they continue to scale over the years, I’ve discovered that there is always one thing that they have in common preventing them from delivering a quality candidate experience. That one thing is the interview process! I always find that there is a current process in place but it’s not a thoughtful process that is leading to their desired candidates. All of this is discovered during the evaluation phase of my recruitment process. These startups are anywhere from pre-seed to Series E and have had tremendous success but know that it is necessary to establish an interview process that will attract highly qualified and highly desired candidates.
Common issues with their interview process are whether it’s too long, or too short. Because only one person may be conducting the entire interview, the relevant information isn’t asked. Or too many people are involved in the process, and it overwhelms the candidate.
The interviewing process is a strategic step as a company grows. It’s important that you’ve taken the time to cultivate an amazing interview process so that each candidate has a positive experience. It determines whether you attract top talent that’s a solid fit for your company culture. Even if a candidate doesn’t get the job, they feel like you took their time and experience into consideration and because of this, they’re more likely to refer people over to you.
I’ve identified four tips when you’re planning an interview process for your open positions.
1. Keep each step intentional.
From the time that you connect with a candidate, whether you’re working with a recruiter, an agency, or internally from a referral, reach out from the get-go. This is their first impression of your company- it matters. You’re modeling good communication skills, honesty, and transparency.
Share why you’re reaching it, how they could be a good fit for the role and a glimpse into the company culture. Explain your interview process for their specific role, give specific time lengths, and even how long it takes on average from start to finish. Make sure that they’re aligned to the big picture, what is the problem that your company is solving, and how does this role fits into that. We’re in a crazy market and candidates can be passive. If they’re not excited about the process, you’re not going to waste their time- or yours- by pursuing an interview with them.
2. Build in inclusivity as you interview candidates.
When you interview candidates, allow them to ask questions.
Rather than making up a situation, give them real-life scenarios that you’re currently dealing with at your startup. This could be an issue with a product, development, coding, or a team. Ask them how they would resolve it.
This is a great way to help them understand what it feels like to be a part of your team. They see how your mission and vision play out in your company.
It gives them a taste of your company culture. You’re modeling honesty and transparency; they see that problem-solving is integral to the way you do things. Before they sign the offer letter, you’re demonstrating that you trust them.
3. Create a simple but comprehensive interview process.
For a tech startup, an interview process needs 4-5 steps. Any less than this isn’t going to be thorough. More steps create an unnecessarily cumbersome process.
I’d recommend that an interview process include these steps:
1. Pre-screen the applicants. If you’re working with an agency, provide them with pointers on what to ask, as it relates to what you’re looking for in an ideal candidate. Consider their skill set, experience, and fit with your corporate culture.
2. The hiring manager conducts the interview.
3. Include a technical interview for product or engineering roles. Conduct this interview on a call with them; don’t offer this as a take-home because sometimes this results in a candidate not responding. They go MIA and it delays your hiring process.
4. Introduce the candidate to a panel with the people they’re going to be working with. This is a meet and greet format, where team members talk with the candidate about their past projects and employment experience. The candidates have an opportunity to pull out specific examples that relate back to their potential role in the startup. This step confirms a solid fit.
4. Please respond to candidates on time!
I know when you’re working in a startup, you’re pulled in a million different directions. But these online interactions are part of the candidate’s experience. Don’t take them for granted!
I’m a big believer in a healthy work-life balance. This doesn’t mean that CEOs have the freedom to ignore email messages. When someone connects with you with availability, try to respond to them by the close of business day, or first thing in the morning. A good rule of thumb is to respond within 24 hours.
You’re communicating that you respect the time of others and that you truly value the people that you work with. You’re building healthy relationships that are going to take you a long way.
If you need advice or have questions about setting up your interview process as you scale your startup, reach out, I’d love to connect. I’m happy to answer questions; we can also explore whether RecruitGyan would be a good fit for your hiring needs.
