Two groups — insanely different hiring outcomes.
I split 300 companies using Dover into two groups. These two groups had wildly different hiring outcomes.
Group 1:
16 day first-call-to-onsite
10 onsites for every 100 phone screens
Group 2:
8 day first-call-to-onsite (2x faster)
25 onsites for every 100 phone screens (2.5x better conversion)
What's different about Group 2?
Was Group 1 all early-stage startups and Group 2 all FAANGs? Did Group 2 have the founders reach out to candidates directly? Is Group 2 raise from top-tier VCs?
None of the above.
Group 2 ran a tight interview process.
This means they did five tiny things — each of which you can start doing today.
Scheduled phone screens within 24 hours of when a candidate submitted an application or replied to a sourcing email
Scheduled next round interviews within 24 hours of each previous interview
Sent 2nd and 3rd pings for every 24 hours a candidate didn’t schedule an interview
Ensured all interviewers had at least 6 hours of availability in the next 5 business days (i.e. their calendars weren’t booked up, preventing candidate bookings)
Sent each candidate a brief note about who they are meeting with in the next step of the interview process and what they’ll be covering
The hiring process is a two-way street.
Candidates are evaluating your company just as much as you are evaluating them. If they have a positive experience, they’re likely to accept your offer and refer others to your company. But if they have a negative experience, they may drop out of the process or even share their negative experience with others.
Additionally, the talent market is becoming increasingly competitive. Companies are vying for top talent, and candidates have more options than ever before. By creating a positive candidate experience, you can differentiate your company from others and attract the best candidates to your team.
By implementing some of the practices that made Group 2 so successful, companies can create a hiring process that not only attracts top talent but also sets them up for success within the organization. And in the end, that's a win-win for everyone involved.
Two groups — insanely different hiring outcomes.
I split 300 companies using Dover into two groups. These two groups had wildly different hiring outcomes.
Group 1:
16 day first-call-to-onsite
10 onsites for every 100 phone screens
Group 2:
8 day first-call-to-onsite (2x faster)
25 onsites for every 100 phone screens (2.5x better conversion)
What's different about Group 2?
Was Group 1 all early-stage startups and Group 2 all FAANGs? Did Group 2 have the founders reach out to candidates directly? Is Group 2 raise from top-tier VCs?
None of the above.
Group 2 ran a tight interview process.
This means they did five tiny things — each of which you can start doing today.
Scheduled phone screens within 24 hours of when a candidate submitted an application or replied to a sourcing email
Scheduled next round interviews within 24 hours of each previous interview
Sent 2nd and 3rd pings for every 24 hours a candidate didn’t schedule an interview
Ensured all interviewers had at least 6 hours of availability in the next 5 business days (i.e. their calendars weren’t booked up, preventing candidate bookings)
Sent each candidate a brief note about who they are meeting with in the next step of the interview process and what they’ll be covering
The hiring process is a two-way street.
Candidates are evaluating your company just as much as you are evaluating them. If they have a positive experience, they’re likely to accept your offer and refer others to your company. But if they have a negative experience, they may drop out of the process or even share their negative experience with others.
Additionally, the talent market is becoming increasingly competitive. Companies are vying for top talent, and candidates have more options than ever before. By creating a positive candidate experience, you can differentiate your company from others and attract the best candidates to your team.
By implementing some of the practices that made Group 2 so successful, companies can create a hiring process that not only attracts top talent but also sets them up for success within the organization. And in the end, that's a win-win for everyone involved.
Two groups — insanely different hiring outcomes.
I split 300 companies using Dover into two groups. These two groups had wildly different hiring outcomes.
Group 1:
16 day first-call-to-onsite
10 onsites for every 100 phone screens
Group 2:
8 day first-call-to-onsite (2x faster)
25 onsites for every 100 phone screens (2.5x better conversion)
What's different about Group 2?
Was Group 1 all early-stage startups and Group 2 all FAANGs? Did Group 2 have the founders reach out to candidates directly? Is Group 2 raise from top-tier VCs?
None of the above.
Group 2 ran a tight interview process.
This means they did five tiny things — each of which you can start doing today.
Scheduled phone screens within 24 hours of when a candidate submitted an application or replied to a sourcing email
Scheduled next round interviews within 24 hours of each previous interview
Sent 2nd and 3rd pings for every 24 hours a candidate didn’t schedule an interview
Ensured all interviewers had at least 6 hours of availability in the next 5 business days (i.e. their calendars weren’t booked up, preventing candidate bookings)
Sent each candidate a brief note about who they are meeting with in the next step of the interview process and what they’ll be covering
The hiring process is a two-way street.
Candidates are evaluating your company just as much as you are evaluating them. If they have a positive experience, they’re likely to accept your offer and refer others to your company. But if they have a negative experience, they may drop out of the process or even share their negative experience with others.
Additionally, the talent market is becoming increasingly competitive. Companies are vying for top talent, and candidates have more options than ever before. By creating a positive candidate experience, you can differentiate your company from others and attract the best candidates to your team.
By implementing some of the practices that made Group 2 so successful, companies can create a hiring process that not only attracts top talent but also sets them up for success within the organization. And in the end, that's a win-win for everyone involved.
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