🎭 4 (rarely seen) ways to show respect to people during recruitment.

Together with Monika and Piotr we implemented the below when we recruited Scrum Masters in a company we were working in few years ago. We did this to balance the dynamic between candidates and companies.

#1

👉🏼 (problem) Generic (or lack of) feedback after interviews.

💡(idea) We provided up to half-a-page of feedback for each candidate (interviewed) with a disclaimer that these are impressions based on a short conversation and our opinions. We, of course, followed up with questions on how we did and.. actually acted on most of the feedback.

💥(effect) Most Scrum Masters welcomed this approach. Some agreed with our opinions, while others did not. We expected that, and it was totally OK. All appreciated sharing their thoughts with us. We decided, over time, to provide a bit shorter feedback to not overdo it.

#2

👉🏼 Not following up on candidates’ answers to understand their thinking and argumentation. It sounds simple, yet very few companies do it.

💡 Going beyond impression (as much as possible). Following up and digging deep into questions to understand a person’s argumentation. Not settling for the face value of what people mentioned. This went both ways encouraging prospective SMs to ask us hard questions to us.

💥 This approach helped us make better choices and give candidates a better view of what working…