Want to Hire the Best? Copy How NASA Narrowed 18,300 Applicants Down to 12
On Thursday, NASA announced its astronaut class of 2017. Only 12 people from 18 300 applicants made the cut. (And you thought your group of candidates was out of control!)
In a 541-day process, NASA has determined how to select the best of the best. (What for the civilian astronaut with a pay grade of less than $ 11,4578 per year.)
Few organizations will require accounting background and psychological exhaustive tests that NASA did. But the way interviews are conducted on the site is a lesson for any company that wants to hire the best.
1. Candidates have little time to prepare.
NASA astronaut candidates have very little time to prepare for their in-person interview.
NASA prefers to – supposedly – by getting the honest interview, crude, unpolished candidate, but still talented, the candidate becomes a companion after the “best face” gets in the way.
Tip: The next time you put your candidates through an interview, shorten the notification window to see who is naturally prepared for the job.
2. Interview candidates in groups.
Astronaut candidates arrive at the Johnson Space Center for initial group interviews.
Each individual service participates, but many activities focus on the functioning of the new group.
Tip: If you recruit several people at once, register them together. See how this new generation of people will work together.
3. Candidates interviewed socially.
Astronaut recruits have few opportunities to socialize with astronauts and existing personnel. This allows them to fall hair (as always after a few weeks of work).
It also allows NASA to determine how the batch of new recruits means with the existing organization.
Tip: culture is key when it comes to hiring. Try to incorporate socialization – formal or informal – with existing equipment. It is better to identify cultural problems now and not in the future, when it will be expensive.
4. Research candidates are kind.
The formal interview is before a board of directors and lasts only an hour. Each candidate was asked to prepare three to five reasons why he wants to be an astronaut.
And the interview goes from there, focusing primarily on what the candidate does to the person he or she is, rather than rewriting a written CV.
What is remarkable, at least according to the first person stories of Chris Martin and Sian Proctor, is the friendliness and hospitality of the process. And this for a very important position.
Tip: There is no room for aggressive interviews. When people are in their most natural state, they show how they are going to be everyday.
It is true that both in hiring an astronaut candidate (each has two more years to come interview). But you would do well to follow NASA’s personal interview tactics to find your next best candidate.