{"id":12767,"date":"2016-03-28T19:36:00","date_gmt":"2016-03-28T19:36:00","guid":{"rendered":"https:\/\/arliemediadesign.com\/?p=12767"},"modified":"2025-03-28T19:42:55","modified_gmt":"2025-03-28T19:42:55","slug":"9-great-companies-that-practice-collaborative-hiring","status":"publish","type":"post","link":"https:\/\/www.happy.co.uk\/blogs\/9-great-companies-that-practice-collaborative-hiring\/","title":{"rendered":"9 Great Companies That Practice Collaborative Hiring"},"content":{"rendered":"\n<p>To make it work for TV the process took a week on \u201cWho\u2019s the Boss.\u201d Few companies are going to devote that much time, but the core approach can be applied more quickly. As Richard Sheridan of Menlo Innovations says, \u201cwe learn more about job candidates in two hours than other companies learn over weeks of interviews.\u201d<\/p>\n\n\n\n<p>Here\u2019s some examples of companies that use collaborative hiring, including some of the most successful business in the world:<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Apple: Involve people from other parts of the business<\/h3>\n\n\n\n<p>At Apple you can easily interact with a dozen people in the recruitment process, any of which can be decisive. As Steve Jobs explained, \u201cWhen we hire someone, even if they are going to be in marketing, I will have them talk to the design folks and the engineers.\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Pret a Manger: the team decides whether to take them on<\/h3>\n\n\n\n<p>Once somebody has passed the initial screening at UK coffee and sandwich chain Pret a Manger, they work a day in one of the branches. At the end of the day all the staff in that branch take a vote on whether to take them on permanently.<\/p>\n\n\n\n<p>The aim is to find people who are \u201cfriendly and lively\u2026 people who are good-humoured by nature.\u201d And anybody who has been to Pret (I have a colleague who never goes anywhere else) will testify that they definitely succeed in finding those people.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Menlo Innovations: Make your partner look good<\/h3>\n\n\n\n<p>In what Inc described as the\u00a0<a href=\"https:\/\/www.inc.com\/richard-sheridan\/the-most-unusual-and-effective-hiring-process-you-ll-ever-see.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u201cThe Most Unusual\u2013and Effective\u2013Hiring Process You\u2019ll Ever See,\u201d<\/a>\u00a0founder Richard Sheridan explains how they threw out the resumes, questions and fancy ads and instead hold mass auditions for people who will fit the culture.<\/p>\n\n\n\n<p>Menlo is a coding company and, unusually,\u00a0<a href=\"https:\/\/www.inc.com\/winning-workplaces\/magazine\/201106\/youll-never-work-alone.html\" target=\"_blank\" rel=\"noreferrer noopener\">the programmers work in pairs<\/a>\u00a0(with just one computer). So the interviewees get to work in pairs, switching every 20 minutes and observed by Menlo staff.<\/p>\n\n\n\n<p>The team, not the managers, make the hiring decisions. And you get through if you show authentic collaboration, confidence and humility. As Sheridan puts it: \u201cWe explain to the candidates their goal: to make their pair partners look good enough to be invited back for the next stage of evaluation.\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Google: \u201cDon\u2019t leave the interviewing to the bosses!\u201d<\/h3>\n\n\n\n<p>That is the\u00a0<a href=\"https:\/\/www.wired.com\/2015\/04\/hire-like-google\/\" target=\"_blank\" rel=\"noreferrer noopener\">advice of Laszlo Bock<\/a>, Head of People at Google and author of the brilliant book \u201cWork Rules.\u201d He explains that at Google, you may meet your future boss, but far more important is to meet and be judged by those who will work for you, and also somebody with no connection to the job.<\/p>\n\n\n\n<p>\u201cThis sends a strong signal to candidates about Google being non-hierarchical, and it also helps prevent cronyism, where managers hire their old buddies for their new teams.\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Facebook: Check the team dynamic<\/h3>\n\n\n\n<p>Julie Zhou, Director of Product Design at Facebook, explains how Facebook likes to get a candidate to work with several other designers to evaluate the team dynamic. They look over one another\u2019s work, provide feedback and get to see what they are like to work with in practice. Though they also have a major focus, as you might expect given their business, on how strong their online social presence is.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Zappos: the key is \u201cculture fit\u201d<\/h3>\n\n\n\n<p>The US online shoe retailer Zappos is famous for its stunning customer service and for its\u00a0<a href=\"https:\/\/recruitloop.com\/blog\/zappos-hiring-for-culture-and-the-bizarre-things-they-do\/\" target=\"_blank\" rel=\"noreferrer noopener\">policy of offering new hires $3,000 to leave at the end of their training<\/a>. The idea is they only want people who want to work at Zappos enough to forego that offer.<\/p>\n\n\n\n<p>As well as those that interview them, candidates will go through a \u201csocial test\u201d of attending some type of department meeting and getting others to interact informally with them.<\/p>\n\n\n\n<p>Zappos also likes to send a car to pick up the candidate. Founder Tony Hsieh explains: \u201cIt doesn\u2019t matter how well the day of interviews went, if our shuttle driver wasn\u2019t treated well, then we won\u2019t hire that person.\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Semco: Hiring by democratic vote<\/h3>\n\n\n\n<p>Brazilian company Semco was the original inspiration for the\u00a0<a href=\"\/blogs\/build-relationships-before-you-recruit-people\/\" target=\"_blank\" rel=\"noreferrer noopener\">ideas of trust and freedom that we espouse at Happy<\/a>. The company moved from being led from the top (and workers being searched each day at the gate as they left) to one where autonomous work teams had control over their job.<\/p>\n\n\n\n<p>This includes setting their own targets and production goals and also to hiring (and firing) both staff and supervisors by democratic vote.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Southbank Centre: Making it fun, interactive, and relevant<\/h3>\n\n\n\n<p>At the Southbank Centre (the UK\u2019s largest arts centre), they used to recruit \u201chosts\u201d using a traditional application form and interview. But then they realised that the hosts, who are the people who guide you around and show you to your seat, never have to write anything. So a process focused on how good their written answers were did not make sense.<\/p>\n\n\n\n<p>Now they invite people in 200 at a time. The candidates get to find out about the Southbank, interact with each other and meet a whole range of staff. Those who are best with people get invited back, based on a wide range of staff views. They feel its been much more effective. One interesting by-product is the people who get employed tend to be older than before.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Happy<\/h3>\n\n\n\n<p>I like to think we practice what we preach at Happy and seek to involve lots of people in the interview. We always interview candidates in groups, to see how people work together, and get involved those who will work with them.<\/p>\n\n\n\n<p>So for recruitment as a \u201csmoothie\u201d (short for Smooth Operator, the term chosen by our admin and customer service people after a night out dancing to Sade many years ago), every existing smoothie will get to sit in and have a say in who is chosen.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Make them fall in love with you!<\/h3>\n\n\n\n<p>Finally, always be clear that the recruitment process should be as much about giving them&nbsp;<strong>a positive picture of your company<\/strong>&nbsp;(whether or not they get the job) as solely meeting your needs.<\/p>\n\n\n\n<p>As Laszlo Bock puts it: \u201cRemember too that you don\u2019t just want to assess the candidate. You want them to fall in love with you. Really. You want them to have a great experience, have their concerns addressed, and come away feeling like they just had the best day of their lives.\u201d<\/p>\n\n\n\n<p>Of course I should add\u00a0<a href=\"https:\/\/www.reynolds-cs.com\/\">Reynolds Catering Supplies Ltd<\/a>\u00a0and\u00a0<a href=\"https:\/\/beechsfinechocolates.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Beech\u2019s Chocolates<\/a>, both featured on \u201cWho\u2019s the Boss\u201d using collaborative hiring to recruit a senior member of staff.<\/p>\n\n\n\n<p><strong>Will they continue to use it?<\/strong>&nbsp;Tom Reynolds, Business Projects Coordinator and fourth generation at the family business, tells me they won\u2019t go for the full 5 day experience they had with the filming. But \u201cits prompted a full review of recruitment here. It makes such a difference to a new employee\u2019s intro into the business too if everyone is onboard.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Around 80 people, from a range of organisations came together at Google\u2019s Victoria HQ on 24th April 2013 to share ideas and learn how to create happy workplaces.<\/p>\n","protected":false},"author":4,"featured_media":12768,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[24,25],"tags":[],"blog-post-type":[35],"class_list":["post-12767","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-henrys-blog","category-the-happy-manifesto","blog-post-type-blog-with-image"],"acf":{"read_or_watch_time":"Read length: 5 min read"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.2 (Yoast SEO v26.2) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>9 Great Companies That Practice Collaborative Hiring - 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