השמעה חוזרת: 26 - איך יצרנו תהליך ראיונות שעובד לנו על בסיס כישורים ולא על בסיס ניסיון

"Once the world was very 'title oriented', and you spent your entire life doing accounting or finance. Today we're realizing we have many career changes, and we're not defined by our title as we used to be. Now it is all about who I am and what I want to do and figuring out the place that could get me there".

This quote is by Shaked Mizrahi, one of monday.com's first recruiters, in episode 26 where we spoke about building an interview process based on skills rather than experience. Hiring suitable candidates, especially when done quickly, efficiently, and with minimum mistakes, is one of every company's main challenges. Searching for the best fit for us, combined with the significant scale we do every year, makes this search pretty challenging. This challenge brings us to find creative hiring solutions to find quality hires without compromising the speed of the process.

This week we're going back to episode 26, in which Lior Krengel, Shaked, and Roy Man, Co-founder & CEO at monday, spoke about a long process that has resulted in just two hires. This led them to understand that addressing candidates with proven experience does not necessarily bring the ones with the skill set we're looking for. They share the challenges, opportunities, and way we approach an interview process that allows us to test candidate skills, and not their experience.

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For more relevant episodes

8: Recruiting in quantity and fast, while maintaining quality

65: Recap - frontal interviews