Interviewing Playbook
How to conduct a successful interview from start to finish. This guide is designed to help you navigate the interview process successfully and confidently.
Hiring for exceptional talent is one of the most important jobs we have. Hiring mistakes are costly (2x an individual’s salary to replace the role!), so it’s important that we set up our interview process for success from start to finish.
Our interviewing philosophy is based on three core principles:
- Standardized for equity and effectiveness: When it comes to interviewing, think like scientists - keeping as many variables consistent in the interview process as possible so that true differences among candidates stand out. Another way to think about it is to imagine a teacher making sure to give every student the same test. This lets us reduce the impact of bias and increase our predictive powers, so that our interviews are more equitable and effective.
- Behavior-based: Use behavioral assessments with candidates, including demos, tests, and behavioral interview questions. In this way, you assess candidate knowledge, skills, and behavior patterns rather than making potentially biased or inaccurate assumptions about a candidate’s abilities based on their past experience alone or our “gut” feel about their fit.
- Exceptional candidate experience: Create a candidate experience that gives people a realistic preview of the role and company culture, makes candidates eager to accept the role, and spreads positive word of mouth (whether or not they get the job). We also keep in mind that they are assessing us as much as we are assessing them.
HOW TO DESIGN YOUR INTERVIEW PROCESS
A. Determine your job criteria
Step 1: Decide on outcomes
Define what a successful employee in this role would be doing 3-12 months after they start.
Example*: Launched cross-team project to improve how we prioritize tickets.*
Step 2: Identify skills and knowledge
Based on the dream achievements, work backwards to figure out what skills and knowledge are needed.
Example: Advanced knowledge of project management software; skilled at giving clear feedback.
<aside>
💡 Pro-tips:
- *Test your criteria to reduce bias and invite diversity. Ask: are these criteria truly needed to succeed in the role (e.g., education level, number of years in past role, personality traits)?
- Not sure which criteria are needed? Interview people at your company and externally who excel in a similar role. Ask: what skills and knowledge are critical to your success? Interview people with diverse backgrounds and styles to identify criteria that are actually needed for the role.*
</aside>
**Step 3: Articulate values-based criteria
It’s not enough to find skilled and knowledgeable people. Look for high-performing people whose values are aligned with the core company values. List out values that are essential for this role.
B. Create Your Assessment
Use the grid below to decide on an assessment type and prompt for each job criteria.
Behavioral interview questions