Want to Hire Winners? Create A Decathlon-Type Hiring Process
By JT O'Donnell
Amanda Lannert is a rarity in the sea of technology executives today. The president of Jellyvision, Inc., a Chicago-based interactive media company (best known for its on-line game show "You Don't Know Jack") is a successful, Gen X, female entrepreneur. With a 30+ person staff, an aggressive growth strategy to acquire Fortune 500 clients, and of course, some venture capitalists to answer to, Lannert knows that like all good executives, she needs to execute 'high-payoff' activities that will push the company forward, trusting those around her to do the rest. And that's exactly where she differs from a good number of her peers: Lannert's chosen to put a lot of focus on hiring all staff. "When we post a job, we get as many as 1000 resumes. I read all the cover letters and choose the 40 people who get invited in for a first interview with us...and those first-round interviews include me."
In a time when HR functions like recruiting are being outsourced to the 'experts,' Lannert is doing the opposite. "Our hiring process is long and involved. Candidates who make it through the first interview with me and several other staff members are invited to do a project for us similar to what they would be doing in the job they are applying for. For example, if you want to be a writer/producer for us, you are asked to create a script. We provide the basic format used in-house and some subject guidelines, but it's up to the candidate to write and submit the script within a certain time frame." Lannert says asking candidates to invest significant time and energy into the project helps her see A) who really wants the job, B) if they've got the right attitude and mindset, and C) if they have the level of talent required. And the process doesn't stop there...
Those who opt to complete the assignment then have their work reviewed by a team of Jellyvision employees - with a twist; their names are removed from the work and replaced with pseudo-names. Most recently, it was fruits. Lannert says, "By making the submittals anonymous, it allows the team to judge each piece solely on its quality. It ensures their opinion of the candidate from the interview does not sway their impression of the work." Of the 40 people who made it through the first round of Jellyvision interviews this past May for a writer/producer position, only 8 ended up submitting scripts for consideration, with only one making it through to the final round. But even that doesn't guarantee being hired.
The sole finalist was scheduled to come in and listen to feedback about her script and then asked to discuss how she might improve it based on this feedback. "We want to see how the candidate interacts with the team in a stressful situation like taking criticism." Tiffany, the most recent finalist did manage to succeed and was offered the job. What were her thoughts on Lannert's hiring system? "It definitely was a long interview process, but each step made me want it more. I would meet staff members and have conversations that were so inspiring - all I could think of was how much I wanted to work with these people on a daily basis."
Lannert's final thoughts, "This process enables us to ensure we are making a good-fit hire. The last thing we want to do is waste time and money training people for six months only to have us, or them, decide they're not a match. The investment we make in this hiring approach keeps turnover low and helps us create a corporate culture that is driven by a talented, knowledgeable, like-minded team of employees. So besides business development, I can't imagine a better use of my time."
Lannert's approach to building and growing her business is smart because she recognizes a company's success lies in the culture developed through the proper selection of talent. We hear executives all the time stating that the view their employees as their greatest assets. Yet, how many of them take choosing what assets to invest in as seriously as Lannert?
Creating a strong, thriving corporate culture via an intense hiring process creates two significant outcomes:
- The exclusivity drives a lot more qualified talent to your doorstep.
- Every new employee joins feeling confident, excited, and yet, humbled by the fact that they are surrounded by others who succeeded in getting hired.
So, if you want winning talent knocking down the door to join your firm, consider Lannert's approach at Jellyvision and make your interview process a competitive, multi-heat event!
