Chris Hyams, the CEO of Indeed since 2019, has carved out a distinctive niche in the world of recruitment with his creative approach to interviewing job candidates. In an era where resumes often dominate initial impressions, Hyams prefers to dive deeper, asking personality-driven questions that reveal more about the candidate’s adaptability and core values. He emphasizes the importance of finding employees who can admit when they are wrong and swiftly adapt when their plans fail. Hyams believes that while talent is universal, opportunities are not equally accessible to all, especially for women, people of color, and individuals with disabilities.
Hyams often bypasses traditional resume reviews before meeting candidates. Instead, he opts for questions such as "What do you care deeply about?" or "What do you stand for?" This approach allows him to eliminate preconceived notions and assess candidates based on their values and adaptability. He states, "It's funny, the more I do this, the less I'm looking for specific knowledge or experience."
Adaptability emerges as a pivotal skill in Hyams's hiring philosophy. He underscores its importance in a workplace increasingly influenced by artificial intelligence. By focusing on stories of personal growth and resilience, he seeks employees who can navigate the challenges posed by technological advancements and shifting workplace dynamics. He asks interviewees to "Tell me a story about when you were really, really sure about something and found out you were completely wrong," aiming to identify those willing to own up to their mistakes.
Hyams acknowledges the biases that can creep into traditional hiring processes, including the accidental favoring of candidates with similar titles or backgrounds. He comments, "It's really important for me to try to eliminate as many preconceived notions [beforehand] and just assess a person …. As much as I'd like to think that I am rational and open-minded, I have biases. Everyone has biases."
In his quest to foster an inclusive corporate culture, Hyams recognizes the hurdles faced by underrepresented groups in climbing the corporate ladder. His approach seeks to level the playing field by focusing on intrinsic qualities rather than external achievements.