According to the chief people officer of Lyft, employers should be looking for one trait when interviewing applicants
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Employers should look for authenticity when hiring workers, said the chief people officer of Lyft, Emily Nishi.
The ridesharing company has just completed half a billion rides, received $1 billion in investments from Alphabet, and opened a permanent office in New York. It is now valued at $11 billion.
"We really believe that applicants should be themselves and live authentically," she told CNBC.
How is authenticity shown? Transparency in background, she said, adding that for instance, new graduates should discuss their university experiences and share their five- or 10-year plans.
On the other hand, mid- and senior-level jobseekers should give detailed information about their work history and what is important to them.
She also wants candidates to ask questions about the company.
“Choosing a job is a big commitment,” said Nishi. “I want the candidate to ask me everything that’s on their mind.”
She added that openness about background and objectives allows hiring managers to see who you are and whether you would fit into the company culture.
Aside from authenticity, Lyft also looks for candidates who exemplify core values, create fearlessly, make things happen, uplift others, and focus on customers.
Lyft is headquartered in San Francisco and has a large operation in Nashville. It has 2,000 workers and is looking to fill roles in engineering, product and design, and operations.
Technical skills are necessary for these roles, she said, but what they are looking for is someone who would demonstrate the company’s values.
The ridesharing company has just completed half a billion rides, received $1 billion in investments from Alphabet, and opened a permanent office in New York. It is now valued at $11 billion.
"We really believe that applicants should be themselves and live authentically," she told CNBC.
How is authenticity shown? Transparency in background, she said, adding that for instance, new graduates should discuss their university experiences and share their five- or 10-year plans.
On the other hand, mid- and senior-level jobseekers should give detailed information about their work history and what is important to them.
She also wants candidates to ask questions about the company.
“Choosing a job is a big commitment,” said Nishi. “I want the candidate to ask me everything that’s on their mind.”
She added that openness about background and objectives allows hiring managers to see who you are and whether you would fit into the company culture.
Aside from authenticity, Lyft also looks for candidates who exemplify core values, create fearlessly, make things happen, uplift others, and focus on customers.
Lyft is headquartered in San Francisco and has a large operation in Nashville. It has 2,000 workers and is looking to fill roles in engineering, product and design, and operations.
Technical skills are necessary for these roles, she said, but what they are looking for is someone who would demonstrate the company’s values.
