February 12, 2016

How we made our first hire using Praice.

Reflections on recruiting through the Praice platform.

by Andreas Christiansen

Two weeks ago we were once again in our customer’s shoes, making a crucial hire. However, this time around it was a very different experience.

We have had five openings at Praice, intended to complement the team from different angles. One of them was for an online marketing manager, a role we have been wanting to fill for a while.

Beforehand we had reflected on the kind of person that would complement the team. We knew that we wanted someone who was a candid communicator, as we strive to remove the transaction costs arising from not speaking up or from taking feedback too personally.

We also wanted an executor: someone who would get things done. This one is probably universally appreciated, but the goal was to find a candidate who also had executive potential, and a more strategic outlook. For us, that meant finding a candidate who scored highly as a mature achiever.

The feeling of certainty.

What made this hire different from the other ones we have made, was that we could finally leverage the Praice platform for getting credible insights into the candidates’ personalities.

Hence, from the minute that applications started ticking in, we had a completely different level of insight into how the candidates would fit with our team. We could look beyond their basic competencies and experience, which the CV and LinkedIn profile delivers, and instead see who they are as people.

Ultimately, it ended up being an effortless decision.

The reason I say effortless: there has always been several factors influencing the decision, including significant degree of doubt in my mind in regards to our hiring decisions. This time around it was virtually non-existent.

At Praice, we have worked to ease recruiters’ problems when it comes to the personality of candidates. It’s something which has a weird meta notion in a startup where you have to make a lot of crucial hiring decisions.

Most of those decisions at the early stage have more of a headhunting nature in that no-one knows of the existence of your company and how awesome it is. So you have to go to the candidates and convince them to work with you which, before you have proven anything and raised the first rounds of funding, is quite challenging.

When we would convince a candidate to come to an interview, we would often find ourselves saying:

“If we only had the tool that tells us who you are as a person, this would be a much easier decision. Therefore we need you to come onboard and help us build one.”

Now we can!

Hence, it has been a great experience to see Praice work in the intended way with the inbound applications we have started to receive lately.

At our company, we don’t yet have the volume of applications to make use of the powerful sorting features of Praice, basically ranking all candidates on selected personality traits. However, the overview of each candidate’s personality, neatly displayed as part of their application, really made the candidates come to life before we had the first conversation.

The picture above shows how easy it is to get an impression of an applicant instantly, and mind you, an impression which is based on a way better data sample than a brief interview with the candidate. This is especially the case for younger candidates, who don’t have the same career experience upon which they can build.

What’s next.

Setting the team is of course only the first step, and while using a tool like Praice to do more data-driven recruitment is an improvement, there is still room to do more.

What we look forward to now, within half a year, is the ability to learn from the outcomes and behaviour we see in our team and move towards predictive recruitment. Based on this learning we can adjust our preferences in terms of the personality profiles we select going forward, and bring qualified hiring decisions within reach for a broader audience.

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