These are just averages, in some cases you can expect a call within 12 hours of submitting your application, or less. So, time is clearly of the essence here. How does Subway run one of these fast-paced interviews you as...
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If you follow this blog with any regularity, you probably know my take on the job interview. One of my more popular posts asserts that hiring, as we know it, isn't worth fixing. And, my book, Developer Hegemony, contains an excoriating treatment of job interviews. The practice started as a silly whim about 100 years ago, and we've just kept doing it, uncritically, ever since. I'm going to talk today about partnership, and how I think we can leverage it to help. But let me set the scene a bit, first. In Developer Hegemony, I talk in more detail about the world without job interviews. On the blog, however, I've just advised developers to interview with companies that minimize the stupidity of the process. On the company side, the only advice I've offered is to picture a world where you weren't allowed to interview. Using this creative constraint, come up with alternatives. Because of this less than detailed treatment, I've received reader questions like the following. And, understandably so.
Or, they may simply want to work with their friends. Assuming these motivations suffice, the cash reward sort of constitutes waste (though no doubt these folks appreciate it). Secondly, the cash incentive seems like a nice kick. But elapsed time and relatively low probability of hire detract somewhat from the effect. Anecdotally, I've never really considered $500 or $1, 000 after six months of a successful hire worth chasing. All of the things that can go wrong reduce the expected value of my efforts to a fraction of the actual reward. And this also presents risks. What if the interview goes poorly or what if the candidate hires on and then flames out? This could damage both my relationship with my employer and with my contact. So, while I like these policies, they offer somewhat muted effectiveness. They fail to account for the nuance of employee motivations, and they offer a fairly convoluted feedback loop. Putting the Partnership Angle on Steroids Let's then take the employee referral program and soup it up considerably.
Click here to read more Part of your firm's partnership admission process in your journey to make partner will probably involve a presentation of your business case and personal case for partnership to a selection of partners, often in what is called your partnership panel interview. These partners are typically some of the most influential in the partnership. Nerve-wracking stuff! This blog post will give you ten tips to help you ace this presentation (and any others you need to do! ) Click here to read more. You can normally expect to do a series of interviews within the partnership admissions process. One of these interviews is likely to be competency based. It could be with an HR person or during a partnership panel interview. Click here to read more. This post is based on a set of tips from one of our clients for how to tackle a competency based interview. (This may be a partnership panel interview). Click here to download your free essential Partner Panel Checklist (email required) to make sure you absolutely ready for your Partner Panel Interview.
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What I'm envisioning tightens the feedback loop and aligns everyone's interests even more tightly. Oh, and it eliminates the job interview altogether. First, forget the cash rewards. Let's instead reward the referring employee with 2% (picked arbitrarily) of that employee's salary for the duration of her stay with the company (employee gets her full salary, and you get 2% on top). That pretty much ensures intense interest in the referral program. Instead of potential lump of found money, successful referrers now get raises. If you refer 5 or more employees, you can up your pay in an mount equivalent to receiving a promotion. Referral hires now constitute true partnership. As for the interview portion, that just goes away in favor of referrals. When you make a referral, the referred person simply shows up next Monday and starts working. Now to address a glaring flaw in the program. If an incentive existed before to spam the top of the funnel for rewards, you're now inviting a veritable Ponzi scheme.