Test your candidates

I am not only in the process of recruiting a Head of Product for our new MedTech X. I am also trying to find a new experienced UX/Designer for our inQvation Studio team.

The approach around recruiting is the same: Ditch the traditional job ad and application process and instead allow interested candidates to book an informal online interview so hear more and assess mutual interest.

The response has been pretty overwhelming with almost 20 interviews lined up so far.

It takes a lot of time, and you can debate whether it’s after all the right approach for a more junior role. But at least it gets the conversation going and get us in touch with some interesting candidates.

One of the things I have decided to do because of the interest is to develop a test for the candidates; a specific reallife test to assess how they think and what they produce in a ‘live situation’.

The candidates will be given a test that we ourselves have struggled with, i.e. solve it well and show us you have got what it takes to really make a difference in the team – which it is essentially all about.

The test both has a ‘thinking’ part and a ‘doing’ part. Both are super important to showcase for a candidate because it is what makes the complete team member.

We are not looking for someone to just do and not think. And we’re not looking for a thinker, who’s not a do’er.

We need and value the combo.

Candidates will be given a few days to complete and return the case, and it will be key to us deciding who to call back for a more in-depth interview.

After that? We shouldn’t be too far from a decision, which is all the more easier to make when you have a good, solid and ‘real’ test to look at.

(Photo: Pixabay.com)

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