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Onsite interviews are better. At least they *can* be better, if you know what you’re doing.
👉Because they offer far more ways to enable a great candidate interviewing experience.
Story time. A year ago we had a client in the regional banking space looking to hire senior level tech people (software engineers, product managers, etc.)
A few of their key parameters:
And did I mention a regional bank? Not a whiz bang AI/crypto/whatever the next big eye popping startup trend is. And they didn’t have the internal bandwidth to do this.
So we did something (spoiler: not so) crazy: event-based hiring.
In a nutshell:
We did 3 of these events. All hires were made on time. Hiring goal achieved.
I’d be lying if I said I didn’t think it was a crazy idea when we collaborated with our client on it at first. But it worked because of 3 things:
1. It was a superior candidate experience compared to a bunch of Zoom interviews and a tech assessment.
When everyone runs the exact same playbook, you look and sound like everyone else. No matter how slick your pitch is.
In person communication matters.
2. The entire organization was engaged and onboard.
Execs, hiring managers, HR, recruiters. Everyone was open and honest with the candidates.
More importantly: they were both literally and figuratively present.
3. Time boxing. Debriefs and next steps happen on an exact schedule.
There were no lingering feedback delays. Putting people on hold to wait for more candidates, only to later have them lose interest.
The biggest challenge to volume hiring is interview process drag. The feedback loop problem. That was completely eliminated.
When you put those 3 points together, something magical happens: offer/acceptance conversion rates skyrocket.
The last event? 11 offers. 11 acceptances.
Most of the hiring landscape is obsessed with building a big funnel. I.e. more candidates will fix the problem, let’s hire a team of recruiters plus a handful of contingent firms. Spam everyone and onesie-twosie hire all year.
But successful hiring has always been about attracting talent all the way through the process. Getting a high rate of acceptances. Not just filling your inbox with applications.
Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.
In this episode of Beyond the Offer, hosts Rosanna Snediker and Bill Gates welcome Katie Stapor, VP and Director of Talent at FCB Chicago. Katie shares her journey at FCB, where she started in 2011 and earned seven promotions. She reflects on her unexpected path into HR, the power of relationships, and the ever-evolving workplace. The conversation covers adapting to business demands, innovative internship recruitment, transitioning from recruiting to HR, and the value of in-person training and mentorship. Katie also offers career advice for new graduates and insights into the shifting job market.
Episode 11