This document discusses structuring the interview process to systematically assess drivers of success on the job. It recommends defining success for a role, identifying key drivers, and choosing assessment methods like structured interviews or case studies. Structured interviews are better than unstructured ones at predicting job success because they force preparation, focus on important factors, promote objectivity, and calibrate interviewers. The document outlines Oscar's structured interview process, which includes defining success for a role, identifying relevant drivers, planning assessments, briefing interviewers, and discussing feedback. It advocates iterating and using tools like documentation to improve the process over time.

1. Architecting the
Interview Process
Jan Fiegel
Oscar

2. Hi,
I’m Jan.

3. recruit (ri-ˈkrüt), v. , to source, select and secure the best
talent for Oscar.

8. tl;dr

9. tl;dr
Structure your process
to systematically assess
the drivers of success.

10. Structure beats random.
What that means.
How Oscar does it.
10

11. Structure beats random.
11

12. Structure beats random.
First and foremost, interviews should…

13. Structure beats random.
First and foremost, interviews should…
predict success on the job.

14. Structure beats random.
Unstructured interviews suck at that.*
*Start reading here:
Dana, J., Dawes, R., & Peterson, N. (2013, September). Belief in unstructured interviews: Th
e persistence of an illusion. Judgment and Decision Making, Vol. 8, No. 5, pp. 512-520.

15. Structure beats random.
Why structure wins:

16. Structure beats random.
Why structure wins:
Forces thinking ahead.

17. Structure beats random.
Why structure wins:
Forces thinking ahead.
Focuses on key factors.

18. Structure beats random.
Why structure wins:
Forces thinking ahead.
Focuses on key factors.
Keeps you objective.

19. Structure beats random.
Why structure wins:
Forces thinking ahead.
Focuses on key factors.
Keeps you objective.
Calibrates interviewers.

20. Structure beats random.
Why structure wins:
Forces thinking ahead.
Focuses on key factors.
Keeps you objective.
Calibrates interviewers.
(It’s also legally defensible.)

21. Structure beats random.
Why structure wins:
Forces thinking ahead.
Focuses on key factors.
Keeps you objective.
Calibrates interviewers.
(It’s also legally defensible.)
It’s so clearly established, even the US Office of Personnel Management has a guide.

22. What that means.
22

23. What that means.
1. Define success.

24. What that means.
1. Define success.
2. Identify drivers.

25. What that means.
1. Define success.
2. Identify drivers.
3. Choose assessment: topic, format, assessor.

26. What that means.
1. Define success.
2. Identify drivers.
3. Choose assessment: topic, format, assessor.
4. Brief your assessors. Train them, too.

27. What that means.
1. Define success.
2. Identify drivers.
3. Choose assessment: topic, format, assessor.
4. Brief your assessors. Train them, too.
5. Discuss feedback.

28. How Oscar does it.
28

29. How Oscar does it.
Our starting point was good.
Learn from McKinsey & Co., Bridgewater.
Learn from Engineering.

30. How Oscar does it.
Pilot with one hiring manager.
Prove that it works.

31. How Oscar does it.
Our typical interview process:
Screen
by
Recruiter/Hiring
Manager (2x for
non-local)
Face to Face 1:
Testing skills,
capabilities.
Structured
interviews, case
studies, role
plays.
3-4h
Face to Face 2:
Drilling in on
questions,
meeting
stakeholders,
sell.
2-3h

32. How Oscar does it.
Documentation and communication drive our
structured interview process.

33. How Oscar does it.
Documentation and communication drive our
structured interview process.

34. How Oscar does it.
Documentation and communication drive our
structured interview process.

35. How Oscar does it.
Define success.
From our job description for Lead Recruiter:

36. How Oscar does it.
Identify drivers.
From our interview plan:

37. How Oscar does it.
Choose assessment: topic, format, assessor.
From our interview plan:

38. How Oscar does it.
Brief your assessors. Train them, too.

39. How Oscar does it.
Discuss feedback.

40. How Oscar does it.
We keep working on it.

41. What should I do
next?

42. Pick one role. Try it
out.

43. Pick one role. Try it
out.
Be pragmatic.
Iterate.

44. Pick one role. Try it
out.
Be pragmatic.
Iterate.
Use Greenhouse.
Seriously.

45. Let’s discuss.

46. Let’s discuss.
How many interviews are good?
Brain teasers. Other tools?
When to involve Hiring Managers.
Performance-based hiring.
The “right” talent model.