Batch interviewing

Problem

Interviewing can be expensive for a number of reasons.

For interviewees:

For interviewers:

For recruiters:

(Thx, Megha, for feedback regarding problem/solution presentation!)

Solution

Schedule interviews in blocks, eg 5 back-to-back interviews in a day.

Perform a quick evaluation after each interview, eg 45 minutes of interview, 10 minutes of eval, 5 minutes to transition.

Huddle at the end of the day, ask each interviewer to vote, stack rank candidates, and make hiring decisions.

Benefits

Enable interviewees to efficiently gain experience, and administrators and recruiters to efficiently schedule, by adding interview blocks to a standard process.

Eliminate a source of institutional bias in the hiring pipeline by moving interviews to the candidate.

Amortize warm-up cost and increase evaluation accuracy by asking the same question repeatedly.

Discussion

Batch interviewing, aka on-campus interviewing, is common at some schools, notably Waterloo, which in my experience consistently produces high-performing candidates. (Students also gain an uncommon amount of practical experience through their co-op program.)

Uber runs a day of batch interviews at CSUMB in the spring for summer internships.

My experience with batch interviewsing came from a two-day interview batch in Japan.

All these examples involve travel, which may have an impact on the value, ie would batch interviews provide the same cost/benefit when used at a business’ location?

One of the primary concerns I’ve heard expressed is the cost of finding a time that works for candidates, ie traditional scheduling seems optimized for meeting candidates when they’re ready. I’m curious to experiment with publishing a interview block, eg we hire on Fridays, to test this.

Ashwin Raghav shared his experience (thx!):

Feedback

Thoughts? Suggestions? Hit me up @erikeldridge

License

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