Chris Hyams, the CEO of Indeed, adopts an innovative strategy. interviewing job candidates , he says.
Usually, when an interviewee approaches him, they have already undergone scrutiny of their abilities and background from other senior figures inside the firm, notes Hyams, who has served as the CEO ofIndeed. since 2019 That allows him to pose more offbeat, character-focused inquiries.
He remarks, 'It’s amusing; as I delve deeper into this, I find myself seeking less specific knowledge or expertise.' He continues, ‘What truly matters is having a curious mindset and being adaptable rather than focusing on past experiences.’
Hyams investigates those two soft skills by asking these questions in every interview he conducts, he says:
- What piques your intense curiosity?" Alternatively, "What holds deep significance for you?
- Share with me a tale from your past where you felt absolutely certain about an idea only to later discover you were entirely mistaken.
The responses you provide don’t strictly have to be job-related. As Hyams mentions, “What I’m really keen on is something that isn’t tied to professional matters.” For instance, discussing the art of making sourdough bread for around 45 minutes could suffice; this might include detailing the 57 distinct recipes you’ve experimented with, as well as exploring how varying temperatures and moisture levels affect outcomes. According to Hyams, when individuals exhibit such fervent interest... then it’s all about identifying what else they could passionately engage with?
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Likewise, Hyams looks for staff members capable of adapting when their strategy or concept doesn’t work out, and then taking responsibility for the setback. Various other business leaders, including the billionaire serial entrepreneur Mark Cuban To Rent the Runaway CEO Jennifer Hyman , also recognizes flexibility as a highly sought-after job skill — particularly with the growing integration of artificial intelligence into work environments.
"As someone who has never made a mistake, or as one who refuses to acknowledge their mistakes, would likely prove difficult to collaborate with since everybody errs at times," according to Hyams.
The CEO of Indeed adopts a more innovative approach to interviews: He usually refrains from reviewing applicants’ resumes prior to their discussion. His aim is to form an opinion about individuals without being influenced by their CVs. according to what they demonstrate to him without letting what was written on the paper affect him.
"Eliminating as many preconceptions beforehand is crucial for me when evaluating someone,” Hyams states. “While I strive to be rational and open-minded, everyone—including myself—has inherent biases. For instance, despite my efforts, I can’t escape my prejudices towards specific educational institutions, particular qualifications, and certain corporations; they remain ingrained habits.”
When interviewing candidates for the same position, being aware that one applicant holds an equivalent job title could unconsciously lead to bias towards that individual, as he points out. Such prejudices can hinder advancement opportunities for specific demographics such as "women, racial minorities, and individuals with disabilities" within organizations, according to Hyams.
He states that one of Indeed’s fundamental principles is the belief that talent is widespread, yet opportunities are unevenly distributed.
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