Concurrency, a leading technology consulting firm with over thirty years of experience, sets a benchmark for people-first talent acquisition by emphasizing cultural fit and authenticity. Its hiring process includes value-focused interview questions and requires comprehensive feedback before making offers, ensuring candidates align with core values and excel in a client-driven environment.
On this episode of The Speed to Hire Show, Meghan Focht, Human Capital Director at Concurrency, shares how this approach not only improves hire quality, but also strengthens Concurrency’s supportive and collaborative work culture.
Key Takeaways
13:35 - Hiring sales roles in professional services in today’s environment - Evaluate sales candidates based on how they approach the hiring process, as it serves as a strong indicator of their ability to prepare, research, and build rapport in real sales scenarios—key qualities for success in a remote and competitive environment.
15:33 - Non-negotiable characteristics in professional services candidates - Ensure every candidate aligns with core company values—authenticity, assuming positive intent, making a difference, having a growth mindset, and being bold—since these non-negotiables are key indicators of long-term success and cultural fit.
17:36 - How to evaluate candidates based on core values - Evaluate candidates by combining behavioral interview questions with an assessment of their authenticity and humility, ensuring they embody the company's core values such as ownership, transparency, and being true to themselves during the interview process.
18:35 - Embrace vulnerability during the interview process - Emphasize the value of vulnerability and honesty during the interview process, encouraging candidates to admit when they don't know something. This approach aligns with a culture that prioritizes collaboration, problem-solving, and continuous learning, reflecting the real-world challenges they will face on the job.
22:35 - How to approach burnout internally - Ensure transparency during the interview process by clearly communicating the job's challenges and current company conditions, allowing candidates to make informed decisions about their fit. This approach fosters honesty and alignment with company values from the start.
31:54 - Multi-step interview processes in professional services - In professional services, the multi-step interview process is crucial due to the need for candidates to possess both deep technical skills and strong interpersonal abilities, as they must excel in both their specific roles and client interactions. This thorough approach ensures that hires are well-rounded and capable of meeting diverse project demands.
33:56 - Evaluate candidates for culture fit - To ensure candidates align with Concurrency's well-defined culture, integrate value-focused questions into the interview process and provide renewed training for all interviewers, emphasizing the importance of cultural fit and authenticity. This approach helps in identifying candidates who can effectively manage client chaos and embody the company's values.
36:20 - Hold hiring managers accountable in professional services - To ensure timely feedback from hiring managers and stakeholders, implement a policy where offers are only extended after all feedback for candidates is complete. This approach creates accountability and urgency, encouraging prompt and thorough input from everyone involved in the hiring process.
39:00 - Advice for lean talent acquisition teams - For lean HR teams, build rigor in the hiring process by clearly defining and communicating the process with your leadership team. Leverage hiring managers' networks for candidate sourcing, streamline interviews, and balance risk by adapting the process to your available resources and strategic goals.