INTERVIEW PROCESS DESIGN Now that you know what to look for, you should aim to make your approach consistent by training your interviewers how to look for the same things. The interview flow maps out the entire process (from first phone screen or test through to final on-site interview). The interview flow that’s shown below will help to minimise bias and improve the overall outcome of the hiring process. 1. Start your interview process with a phone interview. This will provide NONO an efficient way to assess basic traits, attributes and skills. TION TTION T 2. Ask the candidate to do a test. a. For sales roles: ask them to pitch. b. For marketing: have them produce content or ALENT AALENT A suggest specific channels for investment. c. For tech roles a test should be fairly straight forward. The point of the SS test is both to grade the assignment and ensure the candidate has the SESSES minimum level of competency. Don’t make the test too complicated, but rather make sure it relates to the job the candidate will be doing. SMENTSMENT 3. The third and fourth interview should be longer, face-to-face interviews. a. Focus on traits, behaviour and culture (i.e. the person you are hiring). b. Set aside 1.5-2 hours for each interview. c. Start preparing 15-30 minutes before the candidate comes in by going over your question sheet, reading their CV and prepping the room where they will be interviewing. HOW MANY PEOPLE TO INCLUDE? Most startups from seed through to series D+ involve 3-4 people in the hiring process: - One person owns the process. For a small team without a hiring manager this will be the candidate’s immediate superior. This person is in charge of managing communication and directing candidates through the process, starting with phone interviews and tests. - The founder/CEO will ideally meet each candidate at the final round. - A peer/team member who has been with the company for a while and their immediate superior (if the hiring manager is ‘driving’ the process). 5353