oldwinter 面试和评估候选人
超越简历来评估高保真信号，如代理、第一性原理思维和实际工艺。
利用 27 位嘉宾的见解以及 Lenny 的播客和时事通讯中的帖子，帮助用户面试和评估候选人。
如何提供帮助
- 定义核心角色 - 根据您独特的组织需求确定候选人必须履行的特定能力和核心工作。
- 设计实用评估 - 从抽象案例研究转向几乎真实的作业或模仿实际工作的付费工作试验。
- 应用标准化评估 - 实施一致的评分标准和主题提问，以减少偏见并提高信号质量。
- 进行高保真背景调查 - 验证过去合作者的表现，以三角测量面试信号并发现长期模式。
核心原则
优先考虑热情的重新雇用
Brian Halligan: "I think CEOs and everyone dramatically overrates their ability to interview, and overrates their gut feeling, and underrates a really high quality blind reference."
最有效的招聘信号是询问推荐人是否属于前 1% 的员工，以及他们是否会热情地重新雇用他们。
使用取消销售电子邮件
Kevin Yien: "When you get to offer stage, I send an email and I say all the terrible things that are probably going to reinforce their fears. If you can tell them that upfront and they can read that whole email and still be equally excited to join you, find yourself a A+ hire."
在录用阶段发送一封电子邮件，详细说明贵公司的最大缺陷和挑战，以确保候选人的承诺基于现实。
第一性原理思维的筛选
Melissa Tan: "I think they looked for two main things. They looked for first principles thinkers, so not necessarily your experience, but how do you approach problems, how do you know the right questions to ask? And then create your own framework around that. Dropbox also hired for people that were just really humble, collaborative and team oriented."
评估候选人如何创建自己的框架，而不是依靠经验来寻找能够推动跨职能创新的框架。
雇用未来的战略驱动者
Peter Deng: "In 6 months, if I'm telling you what to do, I've hired the wrong person. It helps me and the person operate on a different level where the goal is not, did you hit this OKR? The Meta goal becomes, are we calibrating enough? Are we actually getting into a spot where in 6 months you're the one telling me what needs to be done?"
专注于寻找最终能够推动战略并在开始后六个月内指导经理的人。
堆栈排名参考第一
Shishir Mehrotra: "I generally value the reference check over interview signals. If I had to stack rank in interviews, what is the best signal? The reference check is the top of the list. Those people, they worked with this person sometimes for years, their knowledge, what you're going to get out of 30 minutes of artificial scenarios it's just like never going to compare what a good reference check will give you."
背景调查提供了人工面试环境无法复制的长期表现的高保真信号；将它们视为您的主要信号。
帮助用户的问题
- “该员工在前六个月内需要实现哪些具体工作或成果？”
- “您目前是否使用标准化的评估标准来评估该职位的所有候选人？”
- “当前路线图中的哪些现实问题可以作为工作试验项目？”
- “你如何筛选谦逊、代理或时钟速度等文化特征？”
- “在贵公司，候选人未能胜任这一特定职位的最常见原因是什么？”
- “你如何区分候选人的个人影响和他们之前公司的成功？”
标记的常见错误
- 对面试魅力的过度评价 - 精湛的面试技巧往往不能很好地预测实际的工作表现和技术深度。
- 招聘领域经验胜过第一原则 - 依赖既定的剧本会阻碍候选人解决不断变化的环境中的独特问题。
- 将背景调查视为一种形式 - 背景提供了有关候选人多年来行为和表现的唯一纵向数据。
- 使用抽象或假设的案例研究 - 假设揭示了某人如何思考想象中的问题，而不是他们如何执行真实的问题。
深入探讨
有关 27 位嘉宾的全部 39 条见解，请参阅 references/guest-insights.md
相关skill
- 招聘产品人才
- 组织设计
- 建立成长团队
- 创始执行团队