It's always interesting to interview people for a job. It's a difficult responsibility. The interview process requires us to judge several aspects of a person in a very short period of time. At DAXKO, the interview process can be grueling at times, but over time, I've found this to be good for several reasons. The first reason is the type of people we are looking for, and I understand that type to include people with the following:
- Fit into the DAXKO team and frame of mind
- Driven to succeed at any task
- Willing and able to complete multiple types of tasks requiring a multitude of skills
- Willing and able to learn new skills quickly and adapt to changing environments
How do we determine if people meet these criteria? This is a question I continually ask myself! Part of the answer is to have a "grueling" interview process. Individuals must:
- Interview with everyone on the team
- Interview with the Director of the team
- Interview with the Vice President of the team
- Interview with the COO and/or CEO
- Do a presentation of some sort for the entire team.
At times, this can be a lengthy process depending on the schedule of the interviewee or the team members. We're currently seeking to shorten the amount of time it requires to complete this process, but we have yet to compromise on the number of encounters with DAXKO team member that are required. This has proven extremely beneficial in determining if people meet the 6 criteria listed above. We are not looking for good people. We seek the best people, and so far, we've been able to find them, and this is a large part of what makes it enjoyable to work on the DAXKO team.