Bar-Raiser Program
The Bar-Raiser Program is an initiative designed to maintain high hiring standards within an organisation. It involves appointing a trained, objective third party—known as the bar-raiser—to the interview panel. The bar-raiser has the authority to veto hiring decisions, ensuring only candidates who meet the high standards are selected.
Goal
The goal of the bar-raiser program is to consistently improve the quality of hires across the organisation by ensuring that each new hire is as good as or better than the current team members. This program aims to prevent a decline in hiring standards and promote a culture of excellence.
Context
When a team is overburdened with work, they may be tempted to hire quickly to fill the gap. This can lead to a decline in hiring standards and result in a team that is less effective and cohesive. The bar-raiser program helps prevent this by providing an objective evaluation of candidates and ensuring that only the best candidates are hired.
Inputs
| Artifact | Description |
|---|---|
| Core Values | The organisation's core values and cultural norms, which serve as a guide for evaluating candidates' cultural fit. |
| Leadership Principles | The organisation's leadership principles, which help assess candidates' leadership potential and alignment with the company's values. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Behavioural Questions | A set of questions designed to evaluate candidates past behaviour in specific situations based on the core values and principles. | Ensures consistency in evaluation and helps identify candidates who align with the company's values. |
| Bar Raisers | A list of trained bar-raisers who are responsible for maintaining high hiring standards. | Ensures that each interview panel includes an objective evaluator to maintain consistency in hiring decisions. |
Anti-patterns
- Over-Reliance on Bar-Raiser's Opinion: Allowing the bar-raiser to have the final say without considering the collective feedback from all interviewers.
- Inadequate Training: Failing to properly train bar-raisers in unbiased evaluation techniques and the specific needs of the role.
- Lack of Diversity in Panel: Not including diverse perspectives in the interview panel, which can lead to a lack of comprehensive evaluation.
- Inconsistency in Standards: Applying different standards across teams or roles, leading to uneven quality in hires.