There's a lot of friction to getting people to use new tools to manage the entire process. It could be quite profitable, but it probably requires someone who's really good at selling to companies.
The low hanging fruit I see is for standardizing part of the interview process. If you ask every candidate the same 20 questions, and then rate their responses on a scale from 1-10, you get a really nice and somewhat objective measurement.
It's just one signal, it doesn't solve the whole problem, but it's something every company should probably do every time. HR loves it because it's documentation (for any potential discrimination lawsuits). In fact, that could be half your sales pitch. Sell it to HR as a tool to protect the company legally and to hiring managers as a way to more objectively measure candidates.
It could be useful for phone screens or in-person interviews. Provide lots of pre-made questions for each job type, but let people customize them. Maybe have each interviewer rate the candidate separately on the same questions, so you can make it even more objective.
Thanks staunch, that's great feedback. I think you're totally right that getting the entire process replace would be tough. I like the idea of an objective measurement score. It wouldn't be everything but could help out deciding between a couple candidates that were otherwise equal.
Comments
There's a lot of friction to getting people to use new tools to manage the entire process. It could be quite profitable, but it probably requires someone who's really good at selling to companies.
The low hanging fruit I see is for standardizing part of the interview process. If you ask every candidate the same 20 questions, and then rate their responses on a scale from 1-10, you get a really nice and somewhat objective measurement.
It's just one signal, it doesn't solve the whole problem, but it's something every company should probably do every time. HR loves it because it's documentation (for any potential discrimination lawsuits). In fact, that could be half your sales pitch. Sell it to HR as a tool to protect the company legally and to hiring managers as a way to more objectively measure candidates.
It could be useful for phone screens or in-person interviews. Provide lots of pre-made questions for each job type, but let people customize them. Maybe have each interviewer rate the candidate separately on the same questions, so you can make it even more objective.
Thanks staunch, that's great feedback. I think you're totally right that getting the entire process replace would be tough. I like the idea of an objective measurement score. It wouldn't be everything but could help out deciding between a couple candidates that were otherwise equal.