Our hack includes 3 stories of Up Front Experiments
We have given up on long and expensive recruiting processes. In our group we do it this way: we collaborate with all universities in our country and invite their graduate students to gain practice with us. We then offer the best ones - after a one day a week practice for a year - to join us.
When we interview the candidates for the trainee program, we do it up front in a team of two and if we like a candidate - we accept them right then and there, if the candidate is willing to make the decision up front too !
This way we take a risk - but we have found out that this risk is lower than the risk to lose a talent to a competitor ! We have practiced it for a few years now - and have found out that this is a great LEAN and happy recruiting process !
More stories by Mike and Nigel follow.
1. We lose talent in long recruiting processes. Adaptable organizations act fast on opportunities. We need to speed up recruiting. 2. We need to attract people who are willing to experiment and to take risks while experimenting. How should we do it?
Edna's final notes:
I would like to thank my team and especially Nigel and Mike for co-creating this hack. I believe in recognizing personal contributions so I left the personal stories as is without trying to mix them. I also believe that people learn from specific stories, which is another reason to leave our personal stories for you to explore - this way you have some experiments you could try when experimenting up front!
I invite our team members and maybe more of our hackaton participants to add more personal stories of experiments in recruiting processes - both as recruiters and as recruits - which hacked the traditional recruiting culture and procedures!