How NASA Whittled 18,300 Applicants to 12 (And Why You Should Copy Their Process)

On Thursday of this week, NASA announced it’s astronaut class for 2017. Only 12 individuals out of 18,300 applicants made the cut. (And you thought your applicant pool was out of control!)

In a process spanning 541 days, NASA has determined how to select the very best of the best. (That for a civilian astronaut with a pay grade of less than $114,578 a year.)

Few organizations will need as extensive of background and psychological testing NASA does. But how they conduct their onsite interviews is a lesson for any business wanting to hire the best.

1. Candidates Given Little Time to Prepare

NASA astronaut candidates have very little time to prepare for their in-person interview.

They do this – presumably – so they get the honest and raw interviewee. The unpolished, but still talented applicant. The applicant that becomes a co-worker after the “best foot forward” falls by the wayside.

TIP: Next time you bring your candidates in for an interview, shorten the notice window to see who is naturally prepared for the position.

2. Candidates Interview in Groups

Astronaut candidates arrive at the Johnson Space Center for initial interviews as a group.

They each interview individually, but many activities center around how the new group will work together.

TIP: If you are hiring multiple individuals at a time, bring them in together. See how this new crop of individuals will work together.

3. Candidates Interview Socially

Astronaut recruits have a couple of opportunities to socialize with existing astronauts and staff. This gives them the ability to let their hair down (as always happens after a few weeks on the job).

This also allows NASA to determine how the batch of new recruits will get along with the existing organization.

TIP: Culture is key when hiring. Try and incorporate some socializing – formal or informal – with the existing team. Better to spot culture problems now, than when it’s costly in the future.

4. Candidate Interviewers Are Friendly

The formal candidate interview is before a board and lasts only an hour. Each candidate is asked to prepare 3-5 reasons why they want to be an astronaut.

And the interview goes from there.

What is remarkable, at least according to first person accounts of Chris Martin and Sian Proctor is how friendly and welcoming the process is. And this, for a very important position.

TIP: There is no room for aggressive interviewing. When people are at their most natural state, is when it will be the most reflective of how they will be on a daily basis.

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Its true, much, much more goes into the hiring of an astronaut candidate (and they still have 2 more years of interviewing from here). But, you’d be well set to follow their in-person interviewing tactics, to find your best next candidate.