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We’ve worked hard at Desana to try to create a fair hiring process that tests you on your skills and abilities, rather than relying on more subjective criteria that can open us up to bias.
It’s an ongoing process and we’re always trying to improve our systems. For the sake of transparency though, we thought it would be helpful to share how things work behind the scenes.
Although it may vary based on the role, this is the typical hiring process at Desana.
Before you hit “apply”, take a moment to get to know us a little better (beyond our website) so that you know whether Desana is the right company for you—it’s the best thing for everyone if you’re truly excited to join. If you don’t like what you see, that’s okay too.
Here are some useful links:
Once we’ve reviewed your application and feel your CV demonstrates the skills and experience our role needs, you’ll be invited to a first stage interview for a chance for us to get to know each other better. We’ll use this interview to chat further about your experience and potential - we want to learn more about you than what’s on your CV.
This interview will take place remotely, via Google Meets, with at least 2 interviewers and last about 30 minutes. Depending on the role, we’ll usually spend about 20 minutes diving deeper into what you can bring to Desana and we’ll spend the next 10 minutes answering your questions about working at Desana.
We invite the highest scoring candidates to a second stage interview. If you’re unsuccessful, we’ll always aim to give you some useful feedback on why that is.
In advance of the interview, we will ask you to complete a take home task that you will then talk through on the interview. Typically we ask you not to spend more than two hours on the task so we can get an accurate idea of how you would work in a time sensitive situation - and also because we are aware that people have lives to live outside of applying for roles with us!
The take home task gives us a helpful insights into whether you can do the job. It’s always based on situations that might be relevant to the role but - so that we aren’t at risk of stealing anyone’s hard work - we always come up with a different scenario to what the real life role would involve. In the past we’ve had tasks like recruiting for a cruise ship or coming up with a PR campaign around wearable technology.
There is always more than one interviewer on the call to ensure that we get a more accurate impression of you. We try to keep these interviewers consistent across all the interviews for the role at at this second stage.
Throughout the interview, we take notes to reduce the influence of the peak-end rule where you remember the most memorable moment and the last thing a candidate said. To prevent groupthink from prevailing, we all score each of the answers and write up our impressions before anyone gives an opinion. Scorers can’t see each other’s scores. Once everyone is ready, we reveal the scores and discuss our impressions. We then discuss.
Once we’ve seen all second stage candidates, we normally put forward the single highest scoring candidate to the last stage but in some instances where we’ve had two equally high scoring candidates we might put forward both candidates.