Hiring the Best Fit
Executive Summary
As the hiring manager, I tackled the cumbersome and bias-prone hiring process by implementing operational improvements. Through the introduction of blind screening questions and a structured panel interview process, I aimed to reduce bias and enhance efficiency. The impact includes reduced bias through anonymization of applicants and increased efficiency within existing organizational process constraints.
Problem
Hiring is time-consuming, slowed by internal red tape, and negatively affected by bias.
My Role
Hiring manager, coordinator, decision-maker, created operational improvements
Process
- HR screening by in-house recruiter (standard process)
- Hiring manager reviews resumes and portfolios to filter "no"s
- Those who pass proceed through next steps:
- --> Three-question blind screening survey
- --> First phone interview with hiring manager
- --> Panel interview, with templated note-taking form and scoring rubric
- --> First phone interview with hiring manager
- --> Three-question blind screening survey
Solution
I introduced blind screening questions to reduce bias and learn more than what is shown on resume/portfolio. This helps me see how they think about the world around them and gives me a sense of how they articulate themselves.
I also created a behavioral panel interview process to bring varied perspectives and quantitative analysis to otherwise qualitative process. Panel members can participate with minimal commitment outside of the interview times.
Impact
- Reduced bias by anonymizing applicants
- Increased efficiency within constraints of existing system
- Panel members can participate with minimal commitment outside of the interview times
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