How to Hire in Three Conversations with Nick Livingston of Honeit Software

10 business days is the optimal time to bring an interview process to a successful outcome. 

The way to achieve this is to tighten timelines from stage to stage and cut down the number of people involved in the process. Now I know what you are thinking, that more people should be involved. Which is incorrect.

The reason we involve more people in the interview process is because we value their “opinion” or “input” on the individual. But opinion has no value when it comes to making a hiring decision. And opinion is what you get when your interview questions are not tied to gathering evidence. 

Opinion breeds assumptions, bias & personal motives. Which do NOT serve the growth of the business.

I’m Rick Girard and welcome to the Hire Power Radio Show. We help Entrepreneurs and executives WIN-WIN the strongest hires. 

By sharing insights from top-performing rebel entrepreneurs, game-changers & industry leaders. Like our guest today:  Nick Livingston 

Nick is the Co-Founder & CEO of Honeit Software. 

Formerly the Head of Recruiting at TubeMogul (Adobe), Nick and his team scaled the company from 60 to 360 employees through a successful IPO ($TUBE) in just over 26 months. 

In the same two years, he attended business school at UC Berkeley, started a family (three daughters) and co-founded Honeit Software, which is the all-in-one interview platform designed by recruiters to schedule, record, transcribe, search and share interview answers for quick collaboration and higher quality hiring.

Today we discuss:

Why anything more than 3 interviews it too much
How to interview & hire in 3 meetings

In today’s market, a candidate doesn’t have time to speak with 8 different people in your organization. 

Challenge today?

Interview simplification
Bad solutions that repel solid people
Screening
One way video interviews

Why is this important to the company?

Interview data gets lost
Transparency attracts talent
Job seekers have become really savvy

Humans have changed 

Rick’s Nuggets

Value of the discovery call is lost
Reason why people are not showing up for a job interview
Positioning 
What a person desires
Are they an A-player

How do we solve the problem? 

Interview conversations as business intelligence conversations
Competitive intelligence
If you record business conversations, you can tag, search, and rewind the tape.

Interview structure:
Questions related to core values
Questions related to the specific role/skill/need
Who’s asking the questions? Who knows a good vs. great answer.

Interview Collaboration
role of the recruiter was to give ‘time back’ to hiring managers
But recruiters are not SME…. where the phone screen falls flat.. 
Coordinated questions

Share interview data/answers/highlights.
Record the interview
Who are good interviewers
What makes a good question, what makes a great answer.

Better Interview experience
Do we still need 8 separate 45-minute conversations for 8 people to be involved with the interview process? NO!

Hiring kick off call… 

Rick’s Nuggets

Discovery call
Interview #1 - Value alignment
Interview #2 - Skills Working session

Interview #3 - Value Alignment / offer 

Key Takeaways that the Audience can plug into their business today! (Value):

Interviews are two-way conversation… Candidates are interviewing YOU and your team.
Record interviews for - transparency, accountability, to rewind the tape, to protect your company (discrimination lawsuits). 

Guest Links
LinkedIn: https://www.linkedin.com/in/nicklivingston/
Company: https://www.honeit.com/
LinkedIn: https://www.linkedin.com/company/honeit/
Facebook: https://www.facebook.com/honeit/
Twitter: https://twitter.com/honeit

Host Links: 
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre
HireOS inquiry: [email protected]

Show Sponsor: Criteria Corp: https://www.criteriacorp.com/