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I'd love to hear how complex the interview process is at your studio, what are the benefits of a simple/narrow or complex/wide process, and any changes you'd make to improve it.
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Georg Zoeller's profile photoChad Moore's profile photo
 
Our location necessitates the use of video for interviews for a lot of cases. Narrow crew (2-3 people, usually the same suspects), in depth interviews.

Usually up to 3 separate interviews with people of escalating seniority for candidates that make the cut in the initial selection process (resume, reference, etc.). 

Like Rob, I prefer this over using a large group of people or just throwing anyone in the interview who is just available and has the right title at the time who end up asking the same standard questions again and again anyway.
 
One thing that I think works well is to have the candidate do a show and tell of something they're working on (work related or not). It's a good way to have the candidate show creative work as well as talk in front of several people. I admit that some people hate public speaking and this technique may not be for everyone. However for the roles that must interact with many people it's a nice way to A) put the candidate on the spotlight in a positive way and B) get many people's feedback on the candidate without overburdening their schedules. Invite the interview-ers as optional as you mentioned and it'll only take a half hour to an hour. Oh, also tell the candidate that this will happen before they get on-site :)
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