Interviews for humans...not robots.
A platform that helps candidates and employers to humanise interviews and ensure both get the most out of the process. Everyone hates interviews - the interviewer and the interviewee. They feel like an obstacle course, full of trick questions and surprises. Nerves mean no one acts themselves and the forced questions become a rigid chore rather than a natural conversation. From the invite to interview to the interview outcome, this platform makes the process easy to manage, more personal and helps both candidate and employer to find a real match. It includes scheduling functions, profiles of interviewers, information on interview format and a "reveal" of questions so everyone is prepared and able to shine.
Written by Sarah Owusu
The conversation sweet spot
Sample interview process with interviewer thoughts / emotions
Some ideas for what the platform functions might feel like
User experience scenario: Jim, the recruiting manager.
User experience scenario (part 2): Jim, the recruiting manager.
Update 20Aug: See images for a sample current interview process with some of the thoughts/feelings the candidate and interviewer are having to express some of the potential painpoints and opportunities for improvement.
This platform will:
- Remove some interview nerves by co-creating the interview questions
- Make preparation for the interview easier and more relevant
- Ensure the interview timeline and format are more transparent
- Simplify the logistics of the interview process
From the moment a company decides it wants to interview a job applicant, they send a link to the platform and the interaction begins here.
The features of the application
- Update 15Sep: An online-dating inspired matching service that connects employers and candidates for initial screening (upload CVs and profiles, browse jobs and "wink" at employers)
- A congratulations and warm welcome from the recruiter so you already begin to put names to faces
- Information about the interview format, the full job description and company details
- Profiles of the interviewers (including more personal facts) so you get a feel for the human you are meeting
- A scheduling function that helps you organise / select the best time slots for both parties (notoriously difficult to juggle)
- A space for co-creation of interview questions allowing both sides to prep and gather really relevant answers, as well as an option to add questions you would like to answer. Update 20Sep: Could also include pre-interview assignments that emulate the job tasks, environment and activities. This would both give a candidate an understanding of the job and give them time to prepare how they would demonstrate their suitability to the work.
- Update 15Sep: a space for recruiters and candidates to share Hints & Tips on the interview process
- Feedback on the interview from both sides to ensure contiunous improvement
Update 20Aug: See images for a little drawing of what some of the features could look like if imaginary Jim at imaginary Int. Corp was interviewing imaginary Anya.
What are the next steps for implementing this idea?
1. Refinement of process (including better understanding of screening and in-interview stage) 2. Testing stages on real life interview process 3. Create matching algorithm for matching candidates and companies (needs tech support!) 4. Design and build platform 5. Spread the word Update 15Sep: INTERESTED IN HEARING FROM THE COMMUNITY: Anyone able to build a mock-up or wire-frame version of this to test out?Briefly describe a user scenario which illustrates the specific need that your idea is trying to solve.
From the feedback, there seems to be agreement that this would be a useful tool, especially for small organisations. I have expanded my original scenario by building a use scenario for Jim, a Campaign Manager and in this case also the recruiting manager, from a small non-profit organisation. Without HR support or a company process, he uses the platform to guide him through (see uploaded visual).Complete a User Experience Map. This will help you visualize how a potential end user will interact with your idea. Once you have completed it, upload it using the Upload File button at the end of this form. PDF files preferred.
- Completed
Who does this idea benefit, who are the main players and what's in it for them?
This could be used by any employer and any candidate with access to the internet. I imagine the platform is most relevant for SMEs who don't already have an online recruitment portal. It benefits both the interviewer and interviewee by helping them through the logistics and preparatory considerations needed to run a good interview. Update 20Aug: Having done recruitment for a number of SMEs, I know that these organisations rarely have a recruitment procession place, limited or no access to HR support and often hire younger / less experienced candidates. With helpful hints and tips, a more inclusive approach and clear steps to follow this platform ensures that important parts aren't missed. It also allows for a fair process, with all candidates having the same framework yet allowing for individual input. Thoughts on who might fund such a platform?How is your idea specifically increasing access to employment opportunities and pathways for young people?
Although this could be used for anyone, it is youth that are most disadvantaged by the "traditional" interview process because they aren't familiar with the "etiquette" of interviews, so information about format takes out some of the fear factor. For example, knowing who you will be meeting (and a reminder that they are human) and what the company dress code is means you can relax and focus on more important preparation. Further, less experienced interviewees don't often take the opportunity to ask lots of questions about the company, it's culture and the job - this encourages them to think these through and to upload them in advance so the employer can gather a meaningful answer. Perhaps this could expand to be a job listing / job matching platform too that focuses specifically on young people - thoughts from you all? Update 15Sep: Following great feedback from a recruiter in India, and my own experience of working in Africa, a concern was raised about how to gain access to candidates and their networks. There could be an opportunity here to create an app for the platform that links to social media etc to make this more accessible and social in nature. I am also thinking that in Africa, EVERYONE has a mobile phone (but often a very basic one) and as such there has been a lot of innovation in using text messages for money transfers, knowledge exchange and campaigns. Perhaps, there is an opportunity to send text updates of job listing to remote youth once a job is posted on the platform. And also to use text to invite youth to relevant job fairs in local towns. This might gain access to a group of people that isn't often targeted or accessible. Thoughts on this welcome.What early, lightweight experiment can you try out in your own community to find out if the idea will meet your expectations?
Hold a series of conversations of "mock interviews" - some where participants have had a chance to see interview topics and questions in advance (or even co-create them), and others where they don't. Objective would be to establish whether people: - Feel less nervous as a result of having time to prepare - Are able to give a fuller picture of themselves as a result - Want to add questions to those they would normally be asked Also, could do some focus groups about what the most annoying, complicated, nerve-wracking, etc aspects of the interview process are for people.What skills, input or guidance are you keen to receive from the OpenIDEO community to help you build out or refine your idea further?
Questions for the OpenIDEO community: - What's the best format for something like this - an online platform, an app...other? - Should the platform expand to other parts of the recruitment process? - How would you improve this idea? - How do you integrate the "values" match and get more of the qualitative aspects of recruiting into this platform? - What are your experiences of good and bad interviews? - ...any other thoughts?The idea emerged from:
- An individual
How do you envision your idea being implemented?
- Keen to be involved in prototyping but need partners at some stage
Written by
Team (3)
Christin Parma
Role added on team:
"Great insight from the perspective of the candidate - how can we make the process more relevant to a candidate? what would help to take away any feelings of inadequacy? what would make it easier to match job descriptions to experience and education of candidates?"
Dave Zinsman
Role added on team:
"How could you take this further? Would it benefit from including other parts of the recruitment process ie. screening CVs? What might some of the challenges be?"
Inspired by (1)
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Sarah Owusu
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