You are still owed a hackathon concept from yesterday, so today no less than two spectacular ideas, the second will follow later in the afternoon! In this article you will read more about what Dennis, Curtis & Youri came up with. Get caught up in this process and don’t forget to leave a comment below!

Innovative Recruiting

The recruitment process consists of five phases.

In the first phase, introduction, we expect a video resume; a video recording of a pitch of about 1 minute where someone introduces themselves, tells what that person wants, can do and what ambitions that person has.

In phase 2, round I or the first interview, we invite participants who have passed the initial screening. This initial screening is done by an AI algorithm, which determines if someone is a good match for IBS. Then these video resumes are reviewed one more time by Froke and/or Rene. If they pass the initial screening, we invite them to do an Escape Room. This Escape Room can be a purchased product that can be done in the office, or an actual Escape Room. Two IBSers will go along as observers to see how the participants behave and the extent to which they relate to IBS’ values: independence, honesty, transparency, curiosity, compassion, togetherness and vitality.

Based on the feedback from the observers, participants may be invited to the third stage, Round II or the second interview. Before this takes place, participants who are through Round I are instructed to deal with a relevant IBS case (preferably this case is also relevant to the business unit the participant is applying for). During the second interview, the participant gets to present the case and his/her approach and solution in the office in front of a randomly selected IBS panel. Preferably this happens on a Friday, so that the participant can also experience Yellow Friday. The jury will ask questions and discuss the presentation, similar to a stakeholder meeting or sprint review. Evaluation, phase four, is done using a scoring system. This system has yet to be developed, but could be made, for example, based on grades, feelings, points and/or feedback. Based on this evaluation, the participant goes for a walk outside with an IBSer and receives feedback, after which space is also given to the participant to give feedback himself. The idea behind walking is that it is a less confrontational setting than face-to-face at a desk table.

In the final stage, offer, we invite the new colleague to a ritual introduction, where a glass (0.0%) of champagne is raised and the gong is struck.