Hacking Hiring - Winning practices from the world's most successful companies

Hacking Hiring

Hiring competent candidates for roles is challenging. Not only does the hiring manager need to nail the job description to make it compelling to potential employees, but screening all applicants can be time-consuming and exhausting. According to a 2016 report, it takes over 40 days on average to hire for a role.

Here, we share articles on how to hack the occasionally excruciating hiring process, be it in terms of promoting diversity, writing great job descriptions, or nailing the interviewing process.

  1. How to Keep Bias Out of the Hiring Process: In this guide for Quartz at Work, Oliver Staley dives into how you can promote diversity during the hiring process, which allows you to take “advantage of a much larger pool of potential applicants”.

  2. Two different articles—How the Language in Job Ads Affect the Quality of Applicants by Association for Psychological Science and 1,000 Different People, the Same Words by TextIO—discuss the importance of language in job descriptions and how they reflect culture. Job descriptions are often written in a rush and fail to provide ample detail on the true culture of the organisation, which can make the listing unattractive to some really great candidates.

  3. In How to Hire the Right Person, Adam Bryant from The New York Times talks to almost 500 leaders, asking each of them “How do you hire?” The result is a trove of fantastic hints and tips for interviewing, including common pitfalls to avoid, how to size up a candidate’s interest, and how to throw some curveballs in.

  4. The former Senior Vice President of People Operations at Google, Laszlo Bock, writes about Google’s Secret to Hiring the Best People for Wired. Here, he discusses the best predictors of how someone will perform in a job, the importance of structured interviews, and the beauty of the simple generic questions that should yield brilliant answers from A1 candidates.

  5. In the Harvard Business Review, Patty McCord—former Chief Talent Officer at Netflix—dismisses the concept of hiring for a cultural fit in How to Hire. “ What most people really mean when they say someone is a good fit culturally is that he or she is someone they’d like to have a beer with,” she says, as she dives into various aha moments she had while hiring and retaining talent.

Reading these, it’s evident that there’s no single way to do the hiring process right, and it’s a continuously evolving process. But, hopefully, these articles will give you plenty to think about next time your team is hiring, and make the process a bit smoother.

Team Vanna

Vanna's expert writing team

2 min read

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