“Driving Success: Best Hiring Practices at SIXT”

Companies have transformed their recruitment strategies, driven by the demand for talent, particularly in the post-pandemic period. Organizations have identified the profound impact of robust recruiting practices on both the work environment and overall business success. Consequently, there’s been a significant emphasis on adopting modern methods to attract top talent in the industry.

Recruiting top talent isn’t a breeze, especially through the traditional methods. It is important to embrace enhanced recruitment practices in today’s competitive hiring landscape one that are faster, effective, smoother, and consistent.

“BHP at SIXT is Best Hiring Practises”

At SIXT we have streamlined every touchpoint of recruitment to create a more responsive, candidate-centric, and efficient hiring process. This not only helps in attracting top talent but also contributes to building a more agile and adaptable workforce, which is essential in today’s rapidly changing business landscape.

In this article, I would like to delve into handful of best practises we follow at SIXT which has been successful throughout our journey. While we remain committed to continuous improvement and adaptability in response to change.

Competency-Based Interviews: Ensuring Consistency and Quality

SIXT Follows Competency based interview model. Competencies are the predefined interview rounds an interviewer needs to evaluate during the interview. These are focused rounds which are designed to assess a candidate’s skills, behaviours, and experiences that are directly relevant to the opportunity they’re applying.

For example, if SIXT is hiring for a leadership position, we might ask questions that assess a candidate’s ability to lead and inspire a team, handle challenging situations, and make strategic decisions. These questions are formulated to elicit specific examples from the candidate’s past experiences, allowing interviewers to gauge how well they demonstrate the desired competencies.

Another example: we are interviewing a developer for a technical round, if the assigned competency is System Design (HLD,LLD). The interviewer will only focus on system designing here and avoid deviating on other areas. This is very essential to understand candidates ability to design on the job.

Competency based interview model has various advantages of its own, some are:

1. The interview rounds are focused on specific competency assigned, this avoids deviations from the discussion.

2. The model helps in making the final decision easier & efficient.

3. It helps avoid repetition of interview rounds and questions.

4. Creates a positive candidate experience as we can set interview expectations beforehand.

5. Every skill required for the role is covered with the defined competency.

Hiring Committee: Fostering Effective Decision-Making

At SIXT, the hiring process is not solely the responsibility of individual hiring managers or interviewers. Instead, we have implemented a Hiring Committee approach to ensure that the decisions made regarding candidates are well-informed, objective, and aligned with the company’s values and goals.

Let’s me illustrate how the Hiring Committee’s approach works in practice:

Imagine a scenario where a candidate has gone through all the interview rounds as part of the process. After completion of the interview the potential candidate’s detailed feedback will be presented to the Hiring committee. The committee comprises of many managers, leadership and tenured interviewers. We also have predetermined guidelines for the committee members.

Each committee member independently evaluates the candidate’s detailed feedback, assessing their technical skills, cultural fit, communication abilities, and potential for growth.

Each member would provide their vote with YES or NO, by substantiating their vote.

The group finally lead by the committee head reviews the overall vote. Clarifies any questions or missing elements and takes the final decision.

The committee collectively decides whether the candidate is a good fit for SIXT, considering not only their immediate role but also their potential to contribute to the company’s long-term goals.

Benefits of the Hiring Committee Approach:

1. Reduced Bias: The Hiring Committee approach minimizes individual bias by bringing multiple viewpoints into the decision-making process.

2. Comprehensive Evaluation: Candidates are evaluated holistically, considering both technical and soft skills, alignment with company culture, and long-term potential.

3. Consistency: The structured process ensures that all candidates are evaluated using the same criteria, promoting consistency in decision-making.

4. Informed Decisions: The collective wisdom of the committee members, drawn from various departments and roles, results in more informed hiring decisions.

5. Alignment with Org Values: The committee ensures that candidates not only meet the job requirements but also align with SIXT’s core values and culture.

Incorporating a Hiring Committee into the hiring process at SIXT helped in making well-rounded, informed, and unbiased decisions. This approach plays a vital role in selecting candidates who not only excel in their roles but also contribute positively to the organisation’s growth and success.

Leveraging Technology: Unlocking Recruiting Potential

In today’s digital age, technology plays a pivotal role in streamlining and enhancing the recruitment process. We understands the importance of cutting-edge tools and platforms to attract, assess, and onboard top talent. This creates a great candidate experience.

Here are some of the key technology tools that SIXT utilizes for their recruitment efforts:

1. Assessment tools:

SIXT uses online assessment platform for candidate screening. The tool allows recruiters and hiring managers to design and administer coding challenges, technical tests, and assessments to evaluate a candidate’s technical skills and problem-solving abilities. 90% of the candidates clearing our digital evaluation are most likely to get selected.

2. Recruiting tools:

SIXT has incorporated recruiting tool that employs to streamline various aspects of the hiring process which includes Applicant tracking, Employee Referrals, Data Insights, Job Branding and many more. This is integrated with external and internal tools.

3. In-House Tools for Offer Management and Onboarding:

SIXT recognises that the offer management and onboarding stages are crucial for ensuring a smooth transition for new hires. To streamline these processes, SIXT has developed in-house tools that manage the entire lifecycle from extending job offers to facilitating onboarding activities.

In conclusion, technology tools are integral to SIXT’s recruitment efforts, enabling us to assess candidates effectively, manage the hiring process efficiently, and provide a seamless onboarding experience. By embracing these tools, SIXT continues to drive excellence in their talent acquisition efforts, ensuring to attract the best talent in the competitive global mobility industry.

Interviewer Recognition: Celebrating Excellence in Hiring

At SIXT, we understand that the success of hiring process is driven not only by the candidates we bring on board but also by the dedicated individuals who interview and assess those candidates. To acknowledge and celebrate the invaluable role played by interviewers, we have implemented a robust Interviewer Recognition program, often referred to as the “Supersixtian” program.

Supersixtian: The Supersixtian program is a special initiative designed to recognize and reward exceptional interviewers. Interviewers who consistently demonstrate a commitment to excellence in their roles are awarded the “Supersixtian” badge.

The SuperSixtian Program not only motivates interviewers to excel but also fosters a culture of continuous improvement in the interview process. It encourages interviewers to align their assessments with the org values, mentor new interviewers, set high interview standards, share best practises and better candidate experience.

In a nutshell:

SIXT’s commitment to best hiring practices is evident in its approach to diverse sourcing channels, structured interviews, candidate centric approach, usage of technology, data-oriented decision-making, and recognition of interviewers. By continuously evolving and adapting these practices, SIXT ensures that it attracts top talent and maintains a competitive edge in the ever-changing world of recruitment. As a result, the company can continue to drive success and innovation in the global mobility industry.