All I can say is wow! I love the systematic approach to this challenging piece of the hiring process. I'm curious to know what your experience has been like putting this process to the test and how close the skills were to the scoring during the interview process.
This has been my process since day one. I learned it about 23 years ago when I was asked to hire animators for an online TV show I wrote for called, “The Little Dude Show.”
I’ve used it as a hiring manager many times and it’s provided consistent results every time.
Regarding the score matching up to reality, you have to remember that the baseline we create includes our definitions thus yields and aligns to our expectations. In other words, we get what we score because the score is an aggregate based on our definitions -- embedded the rubric.
The real problem you have is making sure that you provide the correct environment for the Designer to do their best work.
There are no issues here because again, your initial assessment was based on the worse possible circumstances- it was essentially speed dating. Adding science, math, and data to it, only removes biases and allows you to grade candidates based on their projected output. This is why this process is rock solid. It requires a ton of work, however, and this is why most folks don’t do it. Instead, they opt for high turnover and a low quality hiring process.
All I can say is wow! I love the systematic approach to this challenging piece of the hiring process. I'm curious to know what your experience has been like putting this process to the test and how close the skills were to the scoring during the interview process.
Thanks for sharing this amazing process. 🙏🏽
This has been my process since day one. I learned it about 23 years ago when I was asked to hire animators for an online TV show I wrote for called, “The Little Dude Show.”
I’ve used it as a hiring manager many times and it’s provided consistent results every time.
Regarding the score matching up to reality, you have to remember that the baseline we create includes our definitions thus yields and aligns to our expectations. In other words, we get what we score because the score is an aggregate based on our definitions -- embedded the rubric.
The real problem you have is making sure that you provide the correct environment for the Designer to do their best work.
There are no issues here because again, your initial assessment was based on the worse possible circumstances- it was essentially speed dating. Adding science, math, and data to it, only removes biases and allows you to grade candidates based on their projected output. This is why this process is rock solid. It requires a ton of work, however, and this is why most folks don’t do it. Instead, they opt for high turnover and a low quality hiring process.
I see the removal of biases/agendas/off days as big benefit of this system. Mad props for building this! 👏🏽👏🏽👏🏽
Mad props to you for helping inspire me actually writing it!