Group[in] – Better TogetherHow group interviews save time, money and drive new hire success

Ben Jackson | Chris Luettel | Ethan Hamilton | Jennifer Kind | Jocelyn Joyce | Laura Troy

Was it broken?

• Hiring practices were disjointed and time consuming• Inconsistent approval from decision makers on key

candidates• Onboarding new hire buy-in was low

Challenge – 15 reqs in 2 months

Pain Points• Current flow too long and time

consuming• Inconsistent approaches to

interviewing• Approval process too long and

candidates left in pipeline for weeks/months

Success Metrics• Decrease time to hire

– Total # interviews– Total # screening meetings– Total time in interview process

• Increase quality of hire• Improve onboarding

effectiveness

What is Group[in]?

• Inviting qualified candidates to an equal number of panel interviewers to drive improvements in cost/hire

5

Review Resumes Recruiter screening Hiring Manager Screening 2:1 Onsite Screening meeting Wait for next

interview Manager 1:1 onsiteScreening meeting to collaborate on all

candidates

Go/No Go recommendation

Review Resumes Recruiter screening

Hiring Manager Screening Group Hire

Screening meeting and collaborate on

all candidates

Manager 1:1 onsite

Go/No Go recommendation

Historical Process

Proposed Process

Group Interview 2 – 1:1 Interviews Post-interview groups sync

6

Review Resumes Recruiter screening

Hiring Manager Screening Group Hire

Screening meeting and

collaborate on all candidates

Manager 1:1 onsite

Go/No Go recommendation

Decrease Time to Hire 01

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Success Metrics• 8 Group[in] interviews in 7 weeks• 47 candidates through phone screening• 15 Total hires• Reduced time between recruiter screen and on-site with predictable

time reserved for group hire (minimized coordination between ES managers and TA team)

• Approvals all made same day as group hire• Reduced cost of interview by 25% over traditional model

Improve Quality of Hire 02

8©2014 LinkedIn Corporation. All Rights Reserved.

• Unique opportunity to see how they interacted in a group setting, predicting how they may influence their peers in role

• Immediate feedback channel, allowing consistent and “fresh” feedback from interview process

Success Metrics• Initial CSAT and production

significantly exceed previous classes

• Reps added to phone support at 6 weeks, due to high competency (traditional has been 12 weeks)

Onboarding Effectiveness | What does it feel like?

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Taylor: “I was nervous until the ice breaker…that made me feel comfortable and loosen up so my true personality could come out

Blaine: “I loved getting to meet people I started with and liked that the direct focus wasn’t all on me.”

03

Onboarding Effectiveness | What does it feel like?

10©2014 LinkedIn Corporation. All Rights Reserved.

Zach: “At first I thought having your competition in the same room would be unsettling, but then I realized that I wasn’t the only one put on the spot…everyone else was too. It made me feel a lot more relaxed.”

Got a great vibe of the team dynamic that existed between everyone internally from Linkedin, from phone interview to group interview…all personality types were the same which made it easy to see what they were looking for…

03

Next Play

12

Candidate 2: Mons. Brunette, Laura & Jen

Candidate 1: Madame Rose, Ben & Eric

Candidate 3: Lady Lavender,

Ben & Laura

• What about the Job Description made you interested in applying?

• What are you most passionate about?

• Based on your past experience and future vision, why are you the best fit for the position?

Group

Candidate 4: Prince Azure,

Jen & Jocelyn

Candidate 5: Captain Brown, Eric & Jocelyn

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