Getting good at interviewing and recruiting process is something that took us a long time and many iterations to develop. By no means were we perfect, but our annual employee retention was 98% and our net promoter score was in the 70s. Early on we struggled to make the process systematic and then once we hit high growth mode we had to work on make the process faster and more scalable.
Here are seven ideas for a strong hiring process:
- Remember that culture fit is more important than domain expertise
- Find the people on your team that most embody your culture and have them as the final step in the interview process (a culture check team)
- Make hiring a top priority such that everything is dropped when it’s time to move fast on a candidate
- Require unanimous consent on any new hire so that everyone has a powerful say in the process
- Include a writing assessment to determine ability to communicate and interest-level in the company
- Incorporate a chronological in depth survey as part of the interview and use Topgrading for manager and other senior positions
- Communicate frequently with the candidates and let them know their status on a regular basis
A strong hiring process is critical for companies of all sizes and only becomes even more important as a startup hits high growth mode.
What else? What are some other ideas for a strong hiring process?
David Cummings on Startups 
Reblogged this on DMA Portland.
Lots of good suggestions here. The one I would add is to make sure that you deliver a consistent message throughout the process, from job description to interview to decision to feedback. Your goal should be that every applicant, even those who get rejected, walks away with a higher opinion of your company. That’s especially true if those applicants are potential future customers or clients.