We’re building a football game for everyone, and the way to do that is to add a lot of different perspectives to the process. We believe that creating a diverse team where everyone shares our values sets us up for success.
It’s equally important for our employees to feel that they are joining a space where their creative impact and professional growth is valued. We want to reflect this, and all of our values, in our recruitment process. It’s been constructed to be as objective as possible, without bias and as scientific as we can possibly do it. Let me explain!
The steps in our recruitment process are as follows (but not necessarily in this order):
- Application screening
- Personality and logic tests
- Interviews
- Challenge/case
- Reference check
Application Screening
When we look at your CV we don’t see your personal details. In this step we evaluate your experience and see if you match the core requirements for the role.
Personality and logical ability tests
Tests are a great way of knowing if you are the right fit for the role, even though someone else might have more experience on paper. In this step we leave our bias behind and look at the data. Are you the person with the best prerequisites to succeed in the role? Tests are scientifically validated, and take about 20 minutes to complete.
Read more about the and the .
Interviews
You’ve probably been in an interview or two or a hundred in your life. We’re trying to be clear in what we want to achieve in our interviews:
- We want you to get to know the company and the team, and how we work at GOALS
- We want to know more about your professional background and skills
- We want to understand how you approach problems, tasks and challenges by asking you to give examples of real work-life situations in which you have shown a specific competence.
- We want to see how well you align with our values
Challenge
In the challenge step we want to see you in action. Depending on your area of expertise the challenge differs. If you are a programmer you will probably run into a code challenge. If you are an artist you might have a home assignment connected to the specific art role, that is presented to the team.
Reference check
We check your references through an app to validate what we concluded during the recruitment process.
This might seem like a pretty heavy process, but actually most of our recruitments are closed within two weeks. We try to keep it fast and transparent, our goal is to keep you informed throughout the process and not waste your time. We have organized our process to keep it as unbiased and inclusive as possible.
If you are interested in joining GOALS or have questions, feel free to contact me at .
Peter Kjellberg
Talent Acquisition Lead