One size does not fit all

Hiring for Tech
February 8, 2021

A row of blue and gold medals for the Boston Marathon

It’s possible to accommodate different types of candidates, while still maintaining objective criteria. Photo by LUCHI CHENG on Unsplash

A reminder to check out the new Better Hiring For Tech LinkedIn group. Having written about hiring for a year, I’d like to invite the tech community to share their experiences and opinions.

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I’ve talked about what seem to be two conflicting topics: standardizing your interviews and accommodating different candidates. So how can you be accommodating without introducing bias?

It turns out, you can give different candidates different questions, or even a different interview process, based on:

The important consideration is that all the options you provide and all the questions you ask are picked from a standardized pool your company has created ahead of time.

Maintaining objectivity

For the interview questions to be standardized, it’s important each one stand on its own. Tying this concept back to the examples above:

Both of these align with the principles of structured interviews. At the same time, being flexible with your requirements and providing different interview options means you can evaluate a wide range of candidates. Ultimately, you don’t have to lower the bar. It’s just that the same height bar looks different for different people.

There isn’t a one-size-fits-all solution to hiring. But it is possible to create a process that maintains objectivity while accommodating different types of candidates. The key is to define evaluation criteria for each interview option you offer.

This post was sent out on the February 8, 2021 edition of the Hiring For Tech newsletter. Subscribe to get future editions sent to you by email, once a week.

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