I think that some questions can be used universally across seniority levels and cause areas. For example, something on ‘describe an important problem that you resolved in the past few months.’ Other questions can be applicable to similar types of roles (e. g. research manager) even in different fields (maybe ‘a researcher has a great idea that another one disagrees with, how do you go about making a decision’). Then, some questions can be applicable to any job within a cause area (‘what draws you to hen welfare?’) and some particular to a type of organizations (‘what interests you about research’).
It could be noted what role type, cause area, and/or organization type the question is pertinent to. Then, organizations could see responses of candidates who interviewed for the role/cause/organization type. Bias could be introduced by candidates tailoring their responses to a particular position. This can be mitigated either by having questions independent of position or recruiters looking beyond the context on the actual skills (e. g. if someone resolved a disagreement in ML research, they could resolve a disagreement also in math research).
Ok, that is great. What do you think about giving some of these pieces of feedback
(Unique) skillset perspective
Skills that you would recommend to gain if they apply for a similar position
Description of a position that could be ideal for the candidate (including cause area, role, environment, management collaboration/style) (with organizations tips, if known)
What is different about the candidate ‘on paper’ vs. ‘live?’
This alone can direct candidates to better roles and provide feedback on presentation while adding only a few minutes per candidate and, in conjunction with other application material, can inform referrers what to recommend more accurately.
I think that some questions can be used universally across seniority levels and cause areas. For example, something on ‘describe an important problem that you resolved in the past few months.’ Other questions can be applicable to similar types of roles (e. g. research manager) even in different fields (maybe ‘a researcher has a great idea that another one disagrees with, how do you go about making a decision’). Then, some questions can be applicable to any job within a cause area (‘what draws you to hen welfare?’) and some particular to a type of organizations (‘what interests you about research’).
It could be noted what role type, cause area, and/or organization type the question is pertinent to. Then, organizations could see responses of candidates who interviewed for the role/cause/organization type. Bias could be introduced by candidates tailoring their responses to a particular position. This can be mitigated either by having questions independent of position or recruiters looking beyond the context on the actual skills (e. g. if someone resolved a disagreement in ML research, they could resolve a disagreement also in math research).
Ok, that is great. What do you think about giving some of these pieces of feedback
(Unique) skillset perspective
Skills that you would recommend to gain if they apply for a similar position
Description of a position that could be ideal for the candidate (including cause area, role, environment, management collaboration/style) (with organizations tips, if known)
What is different about the candidate ‘on paper’ vs. ‘live?’
This alone can direct candidates to better roles and provide feedback on presentation while adding only a few minutes per candidate and, in conjunction with other application material, can inform referrers what to recommend more accurately.