Hiring Manager

This is an Assignment's Handbook...
In Product we break our jobs into smaller units of responsibility we call Assignments. We do this to provide clarity for the person doing the job (what am I being relied upon for), clarity for the person's teammates (what can I rely on this person for), as well as to encourage high quality (specific and relevant) feedback.

FigJam summary card

Function Leader (ℹ️):

= AR3

Tagline:

Bringing new folks into our community is one of the most important activities any of us will do. We ensure a good candidate experience, a great interviewer experience, and ultimately a talent/opportunity fit we are excited about.

Outcome:

• Applicant experience as measured by Glassdoor reviews of the interview process
• Interviewer experience as measured by interviewers (strongly) agreeing "I knew what was expected of me in the interview, and the interview was run very smoothly... I trust that we are going to make an unbiased and mutually beneficial decision with who we hire, in large part because of how the interview process was run!"
• Results as measured by the new hire being above the "bar" (People Analyzer, values and GWC) for at least the first 6 months

Required Activities:

• Run hiring process
• Hire 😂

Handbook:

• You are responsible for getting the job posted
• Drafting the ideal candidate profile / job description and working with Talent to have it posted
• You are responsible for the interview structure
• Identifying the interview team
• Setting the interview structure
• You are responsible for managing candidates in the workflow and communication
• Making the decision on which candidates will progress to which states
• [Optional] Post a weekly update similar to the following:
1. Applications actively being reviewed: All-time: ## | In-Progress: ##
2. Initial Interview: All-time: ## | In-Progress: ##
3. Work Simulation: All-time: ## | In-Progress: ##
4. Team Interview: All-time: ## | In-Progress: ##
5. Final Interview: All-time: ## | In-Progress: ##
6. Offers Sent: All-time: ## | In-Progress: ##
• Making the final hire recommendation (making the offer by working with the P&E Talent representative).

Measures explained a bit more

What if we don't get a Glassdoor review?

The point of that measure is we want to always be thinking about the applicant experience. We should treat them how we'd want to be treated in an interview process.

• We are kind
• We are clear
• We are fast in replying
• We leave no room for doubt

There are many ways to try and measure this, but Glassdoor is an already established way to get feedback from applicants about the interview process. Your manager should be working with you to determine if y'all will use Glassdoor or if you will measure this based off of more easily quantifiable ways such as "time to first contact" or "time waiting for response" or some other measure about applicant health. If we find a quantifiable way to measure applicant experience we will switch to it. For now, what we'll do is pull up the specific title you are hiring for and look at the reviews.

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