The screening questions
Early into the first round of interviews, we found some candidates had applied for roles without a clear understanding of what WeDiscover does, or what a career in Paid Search might look like.
These candidates were more likely to elect to drop out through the process than those who had done more background research, as they learned more about it and decided it wasn’t for them.
This sadly meant wasted time for both the candidates and the interviewers and we realised the interview process required adaptation at stage 0: the screening questions. This was important for both parties, and would ensure that candidates progressing to a call stage were those most serious about WeDiscover and the particular job they were applying for.
We wanted our interview process to be enjoyable. This meant not forcing candidates through a lengthy, hoop jumping application process before their first call. This also had to be balanced however with ensuring candidates still had a realistic idea of what they could expect from the process, and a job at WeDiscover, early on.
We therefore reworded our screening questions, making them more specific to paid search, knowing that it would require applicants to do a little more initial research in the field at this first stage. We hypothesised that this would lead to a reduced number of candidates progressing to the next stage - a first call interview - for the following reasons:
Candidates' exploration into the field would lead to them self identifying that the role wasn’t a suitable fit for them
Candidates would not understand the principles of paid search discussed, which would be identified either by themselves or the interviewer reading the responses, leading to them leaving the process
Stages 1 and 2 from the process were 2 rounds of interviews. After conducting several of these, it became apparent that candidates were broadly very consistent in their performance throughout both interviews. That is to say, if a candidate progressed from stage 1 to stage 2, they were unlikely to be dropped from the process between stage 2 and stage 3 (the final stage).
This led to an iteration in the process to consolidate the 2 rounds of interviews. It allowed us to shorten an otherwise lengthy process and was an important step given our desire to be respectful and efficient with both the interviewees and interviewer’s time.