Reflections on unemployment: Bonus blog - How being unemployed has changed how I'll hire in furture.
This is just a LinkedIn post I wrote earlier in the year. But it feels like it sits nicely in my reflections on unemployment, so keeping it here for safekeeping. Carry on, past James:
Being on the other side of the table for a bit has certainly driven home some learnings that I'll carry forward with me:
1. Be hyper-aware of the passage of time.
Man, the clock ticks slowly when you're waiting for a call. Even if it's just sending a reassuring message that the candidate hasn't been forgotten about, I'll be even more mindful of the need for speed and frequent comms.
2. Take filled roles down quicker.
People need to be able to understand the state of the market - and continuing to advertise roles that have been filled is just noise.
3. Double-check interview plans to ensure focus on the core skills needed for the role.
I've had interviews where the bulk of conversation has focused on things that appear nowhere on the job spec...and competence for the actual role is barely mentioned. It's easy to get wrapped up in what the role isn't, and forget to focus on what it is.
4. Ask questions I want to hear the answer to.
I'm struck by the constant balance of contradictions that's needed while interviewing. You need to fit in, but be different. You need to be pragmatic, but opinionated. You need to know everything, but still have lots to learn.
The whole thing feels like an exercise in hedging bets, so I think it's understandable that candidates would err on the side of caution in their answers. Softly softly, right? But they risk being told they're not different enough, not opinionated enough...
It hurts to miss out on a role because you've answered questions "correctly"...While other candidates have managed to answer secret question 8 and demonstrated some behaviour that's never been mentioned to you.
If needed, I'll ask "tell me about a time when you upset the status quo" or "a time your personality helped you to do your job better" - and give everyone the chance to speak to it.
Expecting candidates to gamble on giving risky answers doesn't seem fair...and is a sure-fire way to knock diversity stats down a bit.
5. Ask questions with clear intent.
Too often, I've found myself unsure why interviewers are asking me certain questions, having to take a punt that I'm saying what they want to hear, or needing to clarify. For STAR to work, the candidate needs to understand what they're being asked to evidence.
So I won't ask:
"Tell me about a time you've made a product decision"
What are they looking for here? That I have product instincts, that having me around will make the product better? Or that I understand my role is to support the Product Manager, not to undermine them?
Instead, I'll ask:
"Tell me about a time you've helped influence product direction?" or "Tell me about a time when you've disagreed with a PM's decision".
Clarity++