Summary
Key Wins
“Structured interviews are important for a number of reasons. First and foremost, it’s equitable. If you have a plan to interview against, what you’re really doing is asking your team to apply that plan to every candidate. Why you do that is, you want to know as much as you can about this person and you want to have a lot of different topics to cover to understand how their experiences can apply. You also provide a richer experience to the candidate so that they don’t 5 of the same questions asked in a row. And you’ll be able to compare each candidate with like-data and not allow that “gut feel” to determine the hire. Instead, it’s based on criteria that’s been determined before the person ever showed up and applied to each person that addresses the bias we all have.”

Lynn Carter
Head of Executive and Strategic Search, Confluent
Background
Challenge
“I want to see people who look like me because I want to feel like I have a place there, people who I can relate to and aspire to be. It’s therefore so important to have diverse panels that include people at the intersectionalities of our beautiful world. At InVision, one way we do that is by doing a 30-45 minutes interview on something we call InVision Principles. You can train anyone in the company - it could be a recruiter, a CEO, a product manager - make sure to have a diverse slate of people who are trained to do this one specific interview so that it becomes very easy to create a very diverse panel.”

Jackie Velasquez-Ross