Yes, in practice interview questions should vary a lot between different roles, even if on paper the roles are fairly similar, so I’m not sure they could be coordinated, beyond possibly some entry level roles.
In a situation where someone is good but doesn’t quite fit in a role the referral element might be useful. Often I’ve interviewed someone thinking ‘they’re great but not as good a fit for the role’ even if they match on paper, and being able to refer that person on to another organisation would be a mutual benefit.
Oh yes, add a checkbox! I think the wording can be:
I want my application responses to be copied to a public online spreadsheet for the purpose of connecting me to employment, contract, or grant opportunities; potential collaborators; and/or relevant resources. I agree to be contacted via e-mail for this purpose. I will be able to modify or delete my responses by editing the spreadsheet using the e-mail address used in this application.
(default unchecked)
This should be GDPR compliant. The list should be comprehensive and terms clear. It is possible that it is excessive but only “for the purpose of connecting me to potential collaborators and/or relevant resources” that is used by EA Events can exclude the instances when someone is recommending a grant opportunity or seeking to fund a personal project.
I wonder if ‘for the purpose of connecting me to’ implies that they agree to be contacted or if an additional ‘I agree to be contacted via e-mail for this purpose’ should be added. I added it just in case.
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.
Yes, in practice interview questions should vary a lot between different roles, even if on paper the roles are fairly similar, so I’m not sure they could be coordinated, beyond possibly some entry level roles.
In a situation where someone is good but doesn’t quite fit in a role the referral element might be useful. Often I’ve interviewed someone thinking ‘they’re great but not as good a fit for the role’ even if they match on paper, and being able to refer that person on to another organisation would be a mutual benefit.
Nice
So here’s my #1 user research:
Would you like to add a checkbox for that in your own application form?
Oh yes, add a checkbox! I think the wording can be:
I want my application responses to be copied to a public online spreadsheet for the purpose of connecting me to employment, contract, or grant opportunities; potential collaborators; and/or relevant resources. I agree to be contacted via e-mail for this purpose. I will be able to modify or delete my responses by editing the spreadsheet using the e-mail address used in this application.
(default unchecked)
This should be GDPR compliant. The list should be comprehensive and terms clear. It is possible that it is excessive but only “for the purpose of connecting me to potential collaborators and/or relevant resources” that is used by EA Events can exclude the instances when someone is recommending a grant opportunity or seeking to fund a personal project.
I wonder if ‘for the purpose of connecting me to’ implies that they agree to be contacted or if an additional ‘I agree to be contacted via e-mail for this purpose’ should be added. I added it just in case.
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.