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After interviewing hundreds of candidates, I realized there are only two things that matter: Are they a cultural fit for my stage of company? Can they produce good work? Most people think they can figure this out by just asking questions. I used to think the same. But here’s the truth: You can’t really gauge someone’s ability to produce good work unless… you actually see them produce work. Now, I never hire without seeing them produce some work. Every candidate must complete an assignment or role-play a real scenario. Why? Because the truth is this: If their first work assignment is sloppy, that’s on me for not testing it earlier. If they don’t put effort into a mock task, they definitely won’t do it as a full-time employee. I learned this the hard way. Don’t hire based on interviews alone. Work with your candidates if you can.
Not sure if you know the answer to this, but do you find this has repelled quality people because they don’t want to be put through the endless onslaught of new hiring requirements?
I think good work and culture fit are crucial. But if you are hyper-growth so is their ability to scale and their learning agility.
Fixing what ails consumer businesses
1dI agree for the most part with what you suggest. I would just add that the assignment should be up to the candidate, not the employer. Let them show you what they do, how they know how to impress. Too many assignments are ill-matched to candidates' proven strengths and active thinking.