0:00:02 > 0:00:03The job interview.
0:00:04 > 0:00:05Good morning, Beech's.
0:00:05 > 0:00:07Yeah, I've come for an interview.
0:00:07 > 0:00:08Arrive early.
0:00:11 > 0:00:12Awkward questions...
0:00:12 > 0:00:14Um....
0:00:14 > 0:00:15Mmm!
0:00:15 > 0:00:16Erm...
0:00:16 > 0:00:18..cliched answers.
0:00:18 > 0:00:19So I do a lot of networking.
0:00:19 > 0:00:21I probably live on adrenaline quite a lot.
0:00:21 > 0:00:23A bit of a hard taskmaster.
0:00:23 > 0:00:25Time to rip up the rule book.
0:00:25 > 0:00:27Ah!
0:00:28 > 0:00:30Three very different companies
0:00:30 > 0:00:33have agreed to take part in a pioneering experiment...
0:00:33 > 0:00:35I want to try something new.
0:00:35 > 0:00:37Hey, everyone.
0:00:37 > 0:00:39..where the boss hands over recruitment
0:00:39 > 0:00:41to their entire workforce.
0:00:41 > 0:00:45I'm entrusting the power of this decision on you.
0:00:46 > 0:00:48Bit frightened of the idea, really.
0:00:48 > 0:00:51It's called collaborative hiring and what it is, is when
0:00:51 > 0:00:55the whole workforce decides on a hire, rather than just the boss.
0:00:55 > 0:00:57THEY LAUGH
0:00:57 > 0:01:01Over a week, the applicants will do a series of workplace tasks...
0:01:01 > 0:01:03Is this normal?
0:01:03 > 0:01:05Just calm down.
0:01:05 > 0:01:07..while company employees secretly assess them...
0:01:12 > 0:01:14Just...aah!
0:01:14 > 0:01:15That weren't supposed to happen!
0:01:15 > 0:01:16Scary.
0:01:16 > 0:01:20..and then vote on who they think should get the job.
0:01:20 > 0:01:22So we know who you're going to vote for, don't we?
0:01:22 > 0:01:24I would say probably the one who's best-looking!
0:01:24 > 0:01:25SHE CACKLES
0:01:25 > 0:01:28What could possibly go wrong?!
0:01:28 > 0:01:30Yeah, leave him with me, yeah.
0:01:30 > 0:01:31Hello?
0:01:31 > 0:01:35I'd like to say their enthusiasm is there, but it's not quite.
0:01:35 > 0:01:38Welcome to the brave new world of recruitment...
0:01:38 > 0:01:40Wow.
0:01:40 > 0:01:43..where the staff are firmly in the hiring line.
0:01:44 > 0:01:45If this works well,
0:01:45 > 0:01:49it could change the way traditional British companies hire people.
0:01:51 > 0:01:54Tonight, there's trouble brewing north of the border...
0:01:54 > 0:01:57I've sacked someone on their first day before.
0:01:57 > 0:02:00..but job hunter Luci is combat-ready.
0:02:00 > 0:02:04If you parachuted me into a war zone, I'd be able to sort it out.
0:02:17 > 0:02:19A competitive salary.
0:02:19 > 0:02:21Must be willing to travel.
0:02:21 > 0:02:22Must be ambitious and...
0:02:24 > 0:02:26We are ambitious and we blow shit up.
0:02:26 > 0:02:27GARAGE ROCK GUITAR
0:02:32 > 0:02:34What you're about to see may disturb you.
0:02:38 > 0:02:41I'm James Watt, I am captain of BrewDog.
0:02:41 > 0:02:45We make hardcore, artisanal craft beers for punks.
0:02:47 > 0:02:49Based in Aberdeenshire,
0:02:49 > 0:02:53the company was founded eight years ago by two men and their dog...
0:02:53 > 0:02:54WOOF!
0:02:54 > 0:02:56..selling beer from the back of a van.
0:02:57 > 0:02:59It's now big business.
0:02:59 > 0:03:00HORN BEEPS
0:03:00 > 0:03:03Rapid growth means more staff.
0:03:03 > 0:03:06Staff who sign up to the company charter...
0:03:09 > 0:03:12..and who get their very specific culture.
0:03:13 > 0:03:18I think everyone enjoys beer, beards, tattoos, beard oil,
0:03:18 > 0:03:22moustache wax. Everything kind of comes with the territory.
0:03:25 > 0:03:28Some of the girls have...not beards but tattoos. Erm...
0:03:29 > 0:03:32- And that's what makes us - BEEP- awesome, is our culture.
0:03:32 > 0:03:35- It's awesome.- Awesome. - Awesome, done.
0:03:37 > 0:03:39Hey, everyone.
0:03:39 > 0:03:40- ALL:- Hi.
0:03:40 > 0:03:41THEY LAUGH
0:03:41 > 0:03:44Company co-founder James Watt has signed up
0:03:44 > 0:03:46for a unique recruitment experiment
0:03:46 > 0:03:49which puts the power to hire in the hands of his staff.
0:03:49 > 0:03:52We're hiring for loads of positions at the moment.
0:03:52 > 0:03:54One of them is area manager
0:03:54 > 0:03:56for our bar division for London and the South East
0:03:56 > 0:03:59and usually, these type of hires, I would make the decision,
0:03:59 > 0:04:01but this time we want to do something
0:04:01 > 0:04:05a little bit differently, so all you guys are going to make the decision
0:04:05 > 0:04:07and you guys are going to hire this person.
0:04:07 > 0:04:09THEY LAUGH
0:04:11 > 0:04:16I would define collaborative hiring kind of like a try-before-you-buy,
0:04:16 > 0:04:20erm, test, for both the candidate and for the team.
0:04:20 > 0:04:23It's an extended assessment process, but at the end of it
0:04:23 > 0:04:27both the candidate and the team get a real sense of whether
0:04:27 > 0:04:29this is a match made in heaven
0:04:29 > 0:04:32or whether it's better to call it quits.
0:04:32 > 0:04:34So during the week all you guys are going to have a vote
0:04:34 > 0:04:36and you're going to vote for the candidate
0:04:36 > 0:04:39that you think should join our team.
0:04:39 > 0:04:42And myself won't be able to overrule that decision,
0:04:42 > 0:04:44so you guys better be good.
0:04:44 > 0:04:46THEY LAUGH
0:04:50 > 0:04:52Three applicants have been interviewed
0:04:52 > 0:04:56and successfully shortlisted by a recruitment consultant.
0:04:56 > 0:04:58They're preparing to make the long journey to Aberdeen,
0:04:58 > 0:05:02unaware that they'll be assessed by the workforce.
0:05:02 > 0:05:04So what are some of the things that we don't want
0:05:04 > 0:05:07to have in the candidate for this position?
0:05:07 > 0:05:10What would be an instant "no" in the ballot box?
0:05:10 > 0:05:11A suit.
0:05:11 > 0:05:12A suit?!
0:05:16 > 0:05:17People who don't like beer.
0:05:17 > 0:05:19So we don't want someone in a suit.
0:05:19 > 0:05:21We don't want someone who doesn't like beer.
0:05:21 > 0:05:25And we want someone that... looks good. Yeah, OK.
0:05:25 > 0:05:28That's a job spec right there, to be honest!
0:05:46 > 0:05:49The applicants arrive knowing they're taking part
0:05:49 > 0:05:52in a week-long, immersive hiring process.
0:05:52 > 0:05:54What they don't know is that throughout the week
0:05:54 > 0:05:59the workforce will secretly assess them on the key skills for the job,
0:05:59 > 0:06:02then, based on what they've seen, will vote on
0:06:02 > 0:06:04who they think is right for the role.
0:06:05 > 0:06:10I'm Russ. I live in Formby, which is in North Liverpool.
0:06:10 > 0:06:13Russ Malone has been working as an area manager for over 20 years.
0:06:15 > 0:06:17I feel like I'm made up of a lot more than
0:06:17 > 0:06:20what I'm delivering at the moment and I'm looking for something
0:06:20 > 0:06:22where I can apply my passion, my skills, my experiences.
0:06:30 > 0:06:33I'm Luci O'Connor.
0:06:33 > 0:06:35I'm from Tamworth in Staffordshire.
0:06:35 > 0:06:39Luci has over 15 years' experience working in the hospitality
0:06:39 > 0:06:40and food industry.
0:06:42 > 0:06:44I'm very competitive.
0:06:44 > 0:06:45I have to win.
0:06:45 > 0:06:46I'm in it to win it.
0:06:48 > 0:06:49Hiya.
0:06:50 > 0:06:52What is going to be your secret weapon?
0:06:53 > 0:06:55My presence.
0:06:57 > 0:07:01If you parachuted me into a war zone, I'd be able to sort it out.
0:07:03 > 0:07:04Cheers, thank you.
0:07:04 > 0:07:07Hi, I'm Luci O'Connor. Nice to meet you.
0:07:07 > 0:07:09- How are you doing? - Yeah, fine, thanks. How are you?
0:07:09 > 0:07:14- Yeah, you're candidate number two and candidate number one so... - Good luck.- Yeah, good luck. Yeah!
0:07:14 > 0:07:15Absolutely, absolutely.
0:07:19 > 0:07:20I'm Andy.
0:07:20 > 0:07:23I live in Wokingham in Berkshire.
0:07:23 > 0:07:26Andy Price has over 20 years' experience working in retail,
0:07:26 > 0:07:29including multi-site management for national brands.
0:07:32 > 0:07:33I fancy a challenge.
0:07:33 > 0:07:38I'm up for a challenge and up for doing something just a little bit different.
0:07:38 > 0:07:40- Sorry, yeah, I was miles away. - HE LAUGHS
0:07:40 > 0:07:42I'm fun, little bit boisterous, but ultimately
0:07:42 > 0:07:46I understand what "great" looks like from a customer experience.
0:07:46 > 0:07:48Candidate number three, how are you? I'm Russ.
0:07:48 > 0:07:50I'm Andy. How are you doing?
0:07:50 > 0:07:52Hello, Andy, very good. This is Luci.
0:07:55 > 0:07:58They're a little bit older than what BrewDog tend to hire...
0:07:58 > 0:08:00Yeah, how was your journey?
0:08:00 > 0:08:03..cos it's quite a young company.
0:08:03 > 0:08:06The average age here is probably late 20s.
0:08:10 > 0:08:12- The three amigos, eh? - SHE LAUGHS
0:08:12 > 0:08:13The three amigos, yeah!
0:08:13 > 0:08:15They're all wearing suits.
0:08:15 > 0:08:17No-one wears a suit in BrewDog.
0:08:17 > 0:08:19We're just all very casual.
0:08:23 > 0:08:26So what you're doing across the collaborative hiring process is
0:08:26 > 0:08:30you're moving beyond the CV, you're moving beyond first impressions.
0:08:30 > 0:08:33You're trying to get, as you go through the process,
0:08:33 > 0:08:39a real, deep look at the candidate's personality, their skills,
0:08:39 > 0:08:41their talent, their ability to do the job.
0:08:47 > 0:08:50The employees will watch and secretly assess the candidates
0:08:50 > 0:08:53as they undertake a series of tasks designed by staff
0:08:53 > 0:08:56which will test their skills to do the job on offer
0:08:56 > 0:09:00and check their fit into the BrewDog family.
0:09:01 > 0:09:03Not too bad, actually.
0:09:03 > 0:09:06They go quite well, actually.
0:09:06 > 0:09:08THEY LAUGH
0:09:08 > 0:09:10Definitely designer here.
0:09:10 > 0:09:15Marking an unusual start to what promises to be an unusual week,
0:09:15 > 0:09:18Luci, Russ and Andy are thrown in at the deep end.
0:09:22 > 0:09:26Task one is a fact-finding exercise.
0:09:26 > 0:09:30Do the applicants have good communication skills?
0:09:30 > 0:09:32Can they gather information under pressure?
0:09:32 > 0:09:34Do they understand the product?
0:09:34 > 0:09:38All key to the area-manager role.
0:09:38 > 0:09:40- Hey, guys. How you doing?- Hello.
0:09:40 > 0:09:42So the task that we're going to be doing today
0:09:42 > 0:09:45is looking at how you actually interact with people.
0:09:45 > 0:09:47HR officer Rona Cook dishes out the first half
0:09:47 > 0:09:49of the morning's challenge.
0:09:49 > 0:09:52How much can they find out about the workforce
0:09:52 > 0:09:54and how quickly can they do it?
0:09:54 > 0:09:56So you've got half an hour to go out
0:09:56 > 0:09:59and find the answers to the tasks on the cards.
0:09:59 > 0:10:01- Feeling confident?- No!
0:10:01 > 0:10:02THEY LAUGH
0:10:02 > 0:10:04- Tough. You're off anyway.- OK.
0:10:04 > 0:10:06Let's go!
0:10:06 > 0:10:07Hi, guys, how are you?
0:10:07 > 0:10:09To be perfectly honest, the score doesn't matter.
0:10:09 > 0:10:12Not that bothered whether they manage to find the answer
0:10:12 > 0:10:14to "How much beer do we have in our warehouse?"
0:10:14 > 0:10:17- Do you know how much beer we've got in the warehouse?- No.
0:10:17 > 0:10:20The key thing for me with this test is that they need to be able
0:10:20 > 0:10:22to get to know people really, really quickly.
0:10:22 > 0:10:25Who would be able to tell me who has a German shepherd?
0:10:27 > 0:10:28HORN BEEPS
0:10:28 > 0:10:29Hi, guys.
0:10:29 > 0:10:33The successful applicant will be leading a team of 100 people.
0:10:33 > 0:10:34They will need to be friendly...
0:10:34 > 0:10:35Hello!
0:10:35 > 0:10:36..and approachable.
0:10:36 > 0:10:39- Erm, Liam, nice to meet you. - Hello, Liam. Russ.
0:10:39 > 0:10:40But, as in the task here...
0:10:40 > 0:10:41Ah-ha!
0:10:41 > 0:10:44..they will need to be constantly drilling their staff
0:10:44 > 0:10:45for the information they need.
0:10:45 > 0:10:48- Does anyone here speak a different language?- I speak French.
0:10:48 > 0:10:50You're a star. Appreciate your help.
0:10:50 > 0:10:53The added twist to this exercise is that the applicants
0:10:53 > 0:10:56don't know that everyone here will have a say in the decision
0:10:56 > 0:10:58on who ultimately gets the job.
0:10:58 > 0:11:02Actually, I feel like Anneka Rice. This is great, this is.
0:11:02 > 0:11:04Keeping it secret is really important,
0:11:04 > 0:11:08because the candidate is unaware of who's making the decision.
0:11:08 > 0:11:11So what they're doing is, they're being their real self
0:11:11 > 0:11:13through all the tests, through all the experiment.
0:11:13 > 0:11:16OK, erm, who speaks a different language?
0:11:16 > 0:11:18What the workforce get to see is the real person.
0:11:18 > 0:11:19Sorry.
0:11:19 > 0:11:21- What's your name?- Chrissie.
0:11:21 > 0:11:23- What do you do?- Reception.- Ah.
0:11:23 > 0:11:26With Luci, there was a slight lack of personal touch
0:11:26 > 0:11:28to how she was talking to everyone in the area.
0:11:28 > 0:11:31- Do you speak a different language? - No, I don't.- Oh, dear.
0:11:31 > 0:11:33She was very direct and to the point.
0:11:33 > 0:11:35Ha-ha, let's go see this gentleman here. Excuse me...
0:11:35 > 0:11:37She was kind of scanning around
0:11:37 > 0:11:39trying to find the next person to talk to.
0:11:40 > 0:11:43Stop! Hello! Hello!
0:11:43 > 0:11:45She's in it for winning it, this one.
0:11:45 > 0:11:47SHE LAUGHS
0:11:47 > 0:11:48What do you mean, "no"?!
0:11:50 > 0:11:52I was only coming to say hello!
0:11:52 > 0:11:53THEY LAUGH
0:11:53 > 0:11:56Humour gets you a long way within BrewDog.
0:11:56 > 0:11:58Andy's approach was fun...
0:11:58 > 0:12:00HEARTY LAUGHTER
0:12:00 > 0:12:02..he had a laugh with the team,
0:12:02 > 0:12:05managed to get everyone involved in helping him with his answers.
0:12:05 > 0:12:06So, yeah, good.
0:12:06 > 0:12:08First impressions formed.
0:12:09 > 0:12:12But here, it's all about the beer.
0:12:12 > 0:12:14Oh, that tastes like a malty Scotch ale.
0:12:14 > 0:12:16That was pretty quick.
0:12:16 > 0:12:18How will the prospective area managers fare
0:12:18 > 0:12:20in a blind taste test?
0:12:20 > 0:12:22It is beer, innit?
0:12:22 > 0:12:25I'm not getting it as a further-north...like a Scottish ale,
0:12:25 > 0:12:29I'm sort of getting Manchestery, Yorkshirey-area, to be honest.
0:12:29 > 0:12:31Not to worry, not to worry.
0:12:31 > 0:12:33Tasting beer and being able to pick out flavours
0:12:33 > 0:12:35is pretty important for everyone within BrewDog.
0:12:35 > 0:12:38That was the pale ale. Very hoppy, very...very light.
0:12:38 > 0:12:40Fantastic.
0:12:40 > 0:12:43An area manager will need to be able to understand the product
0:12:43 > 0:12:45pretty well and inspire that kind of knowledge in staff.
0:12:45 > 0:12:49That's definitely the light, lagery one, that is.
0:12:49 > 0:12:50Yeah.
0:12:50 > 0:12:51That was the lager.
0:12:53 > 0:12:54This is lager.
0:12:54 > 0:12:56ROB LAUGHS
0:12:56 > 0:12:57I'm getting something but...
0:12:57 > 0:12:59SHE SNIFFS
0:12:59 > 0:13:02..I'd go for the pale. I'd go for the pale ale on that.
0:13:03 > 0:13:05And finally, the mystery beer.
0:13:05 > 0:13:08Just tell us what you taste and what you think it is.
0:13:08 > 0:13:12A lager spiked with a chemical that makes it taste really, really bad.
0:13:12 > 0:13:14It has a very unusual aroma.
0:13:14 > 0:13:17That tastes more like the milk stout, to be fair.
0:13:17 > 0:13:18Don't taste anything different.
0:13:18 > 0:13:19- No?- No.
0:13:19 > 0:13:22Nobody gets close.
0:13:22 > 0:13:25So these candidates were chosen because of their generic skillset.
0:13:25 > 0:13:27Not the work they've done in the past
0:13:27 > 0:13:29or where they've worked or who they worked with.
0:13:29 > 0:13:32Much more, do they have that sort of topline skill set?
0:13:32 > 0:13:34Are they able to communicate well,
0:13:34 > 0:13:35deal with teams,
0:13:35 > 0:13:37manage down the chain of command?
0:13:37 > 0:13:40Those things are transferrable and testable.
0:13:43 > 0:13:45For a position at this level,
0:13:45 > 0:13:48it would ordinarily fall to company co-founder James Watt
0:13:48 > 0:13:51to hire the successful candidate.
0:13:51 > 0:13:54Hey. How's it going? I'm James.
0:13:54 > 0:13:56Hi, I'm good. How you doing, James?
0:14:00 > 0:14:03- Good, I'm Andy.- Yeah, nice to meet you. Take a seat.- Thank you.
0:14:03 > 0:14:06Luci, Andy and Russ think it's him they need to impress.
0:14:08 > 0:14:11In fact, it's the watching workforce who are tasked with assessing
0:14:11 > 0:14:14the performance of all three job applicants
0:14:14 > 0:14:16in a series of challenges across the week.
0:14:16 > 0:14:18- Hi, there. - I'm James, how's it going?
0:14:18 > 0:14:20I'm fine. Luci O'Connor, nice to meet you.
0:14:20 > 0:14:22Hi, Luci, take a seat.
0:14:22 > 0:14:24- Scary. - HE SNIGGERS
0:14:24 > 0:14:28Paying particular attention are the bar teams across London.
0:14:33 > 0:14:35They will be deciding on their new boss.
0:14:43 > 0:14:44Before you came up here today,
0:14:44 > 0:14:47how passionate were you on a scale of one to ten about good beer?
0:14:47 > 0:14:49Er, probably a nine.
0:14:49 > 0:14:51Oh, about a ten on GOOD beer.
0:14:51 > 0:14:53One to ten, probably about five.
0:14:55 > 0:14:56At least he didn't lie.
0:14:56 > 0:14:58I was just thinking that. At least he's honest.
0:14:58 > 0:15:00At least he didn't...
0:15:00 > 0:15:02OK. And what are some of your favourite beers?
0:15:02 > 0:15:04I like trying different things.
0:15:04 > 0:15:06- Erm... He knows nothing about beer. - No.
0:15:06 > 0:15:08So what's your favourite beer?
0:15:08 > 0:15:09SHE HUFFS
0:15:09 > 0:15:14Oh, God. I'm very experimental with beers and I...
0:15:14 > 0:15:16- She looks like a wine drinker to me! - THEY LAUGH
0:15:16 > 0:15:18Cheeky Pinot Grigio!
0:15:18 > 0:15:19THEY LAUGH
0:15:19 > 0:15:22Based on what you know about this company so far,
0:15:22 > 0:15:25how would you describe our company culture?
0:15:25 > 0:15:26I think it's a terrific culture.
0:15:26 > 0:15:28I think it's a culture based on passion
0:15:28 > 0:15:29and people that want to do a good job.
0:15:29 > 0:15:31They understand where they fit into it.
0:15:31 > 0:15:33I don't think there's any spare wheels.
0:15:33 > 0:15:36- I like him. He's my favourite so far.- I like him, too.
0:15:37 > 0:15:39I've worked in very corporate companies
0:15:39 > 0:15:42and they're... it's all very serious.
0:15:42 > 0:15:46I think here, it's serious, but in more of a laid-back way.
0:15:47 > 0:15:51"Serious but in a more laid-back way." I like that.
0:15:51 > 0:15:53I think from my experience
0:15:53 > 0:15:56and the experiences I've had in my previous roles...
0:15:56 > 0:15:57If she says "experience" one more time...
0:15:57 > 0:15:59She did say "experience" a lot!
0:15:59 > 0:16:01She must have said "experience" about nine times!
0:16:01 > 0:16:03I think I'd fit in. Erm, I'm outgoing.
0:16:04 > 0:16:06Very much a people's person.
0:16:06 > 0:16:08He did seem eager.
0:16:08 > 0:16:09He did seem eager. Yes.
0:16:09 > 0:16:11He seems like a nice guy.
0:16:11 > 0:16:14He seems like a, like, relatable guy.
0:16:14 > 0:16:16It does things a little bit...
0:16:16 > 0:16:19So far, James has followed the standard interview drill.
0:16:19 > 0:16:24Now he's ready to throw in his customary curveballs,
0:16:24 > 0:16:27testing the applicants' ability to think on their feet.
0:16:28 > 0:16:32If you could high-five anyone, living or dead, who would it be?
0:16:35 > 0:16:36Audrey Hepburn, actually!
0:16:36 > 0:16:37BRITTLE LAUGHTER
0:16:37 > 0:16:40If you could choose any two celebs to be your parents,
0:16:40 > 0:16:42who would you choose?
0:16:42 > 0:16:43Mmm...
0:16:43 > 0:16:45NERVOUS LAUGH
0:16:45 > 0:16:48Any two parents? Da-da-da-da-da-da...
0:16:48 > 0:16:49SHE SIGHS
0:16:49 > 0:16:51- Osbournes.- Nice.
0:16:51 > 0:16:53I'd probably go with Marilyn Monroe as my mother.
0:16:53 > 0:16:55Right? Because she's got a bit of glamour,
0:16:55 > 0:16:57- a bit of flair, bit of...- MILF.
0:16:57 > 0:16:58- Sorry?- MILF! - HE LAUGHS
0:16:58 > 0:17:02There's an element there but I wouldn't want that from my mother.
0:17:02 > 0:17:04No, no, no. Obviously. Sorry.
0:17:04 > 0:17:07How would you empty a 747 full of jelly beans?
0:17:09 > 0:17:13- Quite an interesting question. I've never had that before. - SHE LAUGHS
0:17:13 > 0:17:14I couldn't eat 'em.
0:17:14 > 0:17:15THEY LAUGH
0:17:15 > 0:17:18- If you elaborate a little bit further on that?- No.
0:17:18 > 0:17:20- OK.- Would you fly with the doors open?
0:17:20 > 0:17:21HE LAUGHS
0:17:21 > 0:17:23Say, ask me again. Sorry. A 7...
0:17:23 > 0:17:26How would you empty a 747, so a jumbo jet...
0:17:26 > 0:17:30- Right.- ..filled with jellybeans, and your task was to empty it.
0:17:30 > 0:17:32Right, OK.
0:17:32 > 0:17:34Tip the nose up. Fly it as high as I can
0:17:34 > 0:17:36and then open the doors and just have some fun.
0:17:36 > 0:17:38JAMES LAUGHS
0:17:38 > 0:17:39No, you've lost me there.
0:17:39 > 0:17:41BRITTLE LAUGHTER
0:17:42 > 0:17:43No, I don't know.
0:17:46 > 0:17:47What do you think, Dan?
0:17:47 > 0:17:49I'd say Andy.
0:17:49 > 0:17:50- Andy?- Yeah.
0:17:50 > 0:17:52I'd say Russ is the most BrewDog.
0:17:52 > 0:17:54HE LAUGHS
0:17:54 > 0:17:57I think Luci's passion wasn't clear from that clip.
0:17:57 > 0:17:58Maybe it was her nerves.
0:17:58 > 0:18:00Russ seemed more passionate about the beer,
0:18:00 > 0:18:03Andy seemed more passionate about the business.
0:18:03 > 0:18:07Andy and Luci both were giving canned responses.
0:18:07 > 0:18:09Giving good, generic responses
0:18:09 > 0:18:13but, for some reason, Russ gave across a little bit more...
0:18:13 > 0:18:15- More personal.- Personal, yeah.
0:18:15 > 0:18:17- Familiar, yeah.- I just believed him more.- Yeah.
0:18:17 > 0:18:20There's maybe a little bit of potential there and
0:18:20 > 0:18:22if all three of them are coming from non-beer backgrounds
0:18:22 > 0:18:25hopefully they can bring a little bit of experience to the role
0:18:25 > 0:18:27that we might not have just now.
0:18:27 > 0:18:28Cool, thanks for your time.
0:18:28 > 0:18:30Off you go, and let me get back to some work.
0:18:30 > 0:18:31SHE LAUGHS
0:18:31 > 0:18:34- Have a good day. - OK, thanks a lot.
0:18:34 > 0:18:35Day one draws to a close.
0:18:38 > 0:18:41In their hotel, the three hopefuls are musing
0:18:41 > 0:18:43on the ups and downs of the first day.
0:18:43 > 0:18:44Oh!
0:18:44 > 0:18:47None of them appear to have ordered a beer.
0:18:47 > 0:18:51I've been sitting back thinking about it and I'm thinking...
0:18:51 > 0:18:57I'm not sure whether this is...it's a psychological sort of...exercise.
0:18:57 > 0:19:01The interview with James is the main talking point.
0:19:01 > 0:19:03I felt out of control in that interview.
0:19:03 > 0:19:04Out of control?
0:19:04 > 0:19:06Not being in control's quite a good way of putting it.
0:19:06 > 0:19:08I agree. I was the same.
0:19:08 > 0:19:11They all felt on the back foot in front of the man
0:19:11 > 0:19:13they still think holds their futures in his hand.
0:19:13 > 0:19:15..cos it did come out from the left field.
0:19:15 > 0:19:17A load of those questions were like,
0:19:17 > 0:19:18if you had to swap your parents,
0:19:18 > 0:19:21if you had to sit in a...you know, a plane full of jelly beans.
0:19:21 > 0:19:23You know, it's, erm... it's things that...
0:19:23 > 0:19:26- That'll be imprinted on my brain forever.- Yeah, yeah!
0:19:26 > 0:19:29A text comes through to the candidates from James,
0:19:29 > 0:19:32outlining arrangements for the morning.
0:19:33 > 0:19:35Tomorrow's another day.
0:19:44 > 0:19:47Day two, and the collaborative hiring experiment
0:19:47 > 0:19:49moves to the streets of Aberdeen.
0:19:51 > 0:19:55Head of marketing Simon Shaw wants to test the applicants' "fit"
0:19:55 > 0:19:57with the company.
0:19:58 > 0:20:00The area manager will be an ambassador for the company
0:20:00 > 0:20:02and all it stands for.
0:20:05 > 0:20:07Here they come, all suited and booted.
0:20:07 > 0:20:11Simon's task will test the key requirement of cultural fit.
0:20:11 > 0:20:14The candidates' passion for - and understanding of -
0:20:14 > 0:20:16this very specific culture.
0:20:23 > 0:20:27So you've probably gathered by now that we're not conventional.
0:20:27 > 0:20:30So, with that in mind, you're going to go round Aberdeen.
0:20:30 > 0:20:33You're going to find three things that you think
0:20:33 > 0:20:36are a kind of distillation and an encapsulation
0:20:36 > 0:20:37of those BrewDog spirit and values
0:20:37 > 0:20:41and then what you need to do is come back to HQ and explain it
0:20:41 > 0:20:44to the captain and myself as to why...why you got those things.
0:20:44 > 0:20:46And that's almost as important as the things themselves.
0:20:46 > 0:20:49Cos if you can articulate why you got it
0:20:49 > 0:20:52in a very, very positive way, that's as important as the thing itself.
0:20:52 > 0:20:54Does that make sense?
0:20:54 > 0:20:57Yep, thank you. Cheers, great, thank you. Thanks.
0:21:04 > 0:21:07The candidates have two hours and £100...
0:21:07 > 0:21:08Morning!
0:21:08 > 0:21:11..to find three things that, for them, sum up
0:21:11 > 0:21:12the culture of the company.
0:21:12 > 0:21:15Excuse me, is the town centre that way?
0:21:15 > 0:21:17Straight through? Thank you.
0:21:19 > 0:21:22Companies that have a very strong culture,
0:21:22 > 0:21:26it becomes central to the way in which they hire.
0:21:26 > 0:21:28So more than just having the skillset,
0:21:28 > 0:21:33someone really must fit in to the way of doing things
0:21:33 > 0:21:37and the behaviours that typify that brand and that company.
0:21:39 > 0:21:42Bagging herself an early trophy, "in it to win it" Luci
0:21:42 > 0:21:46has decided to dive straight in to the morning's challenge.
0:21:46 > 0:21:48It's a matter of life or death.
0:21:48 > 0:21:50Or it's a matter of life or job.
0:21:51 > 0:21:54Gentleman Russ takes a tactical time-out.
0:21:55 > 0:21:56Right.
0:21:56 > 0:22:00Andy is looking for a camping shop.
0:22:00 > 0:22:02Excuse me, gents, is there a camping shop near here?
0:22:02 > 0:22:04- Like a camping shop? - Millets is...
0:22:04 > 0:22:07- Millets just up here on... - Just on your left...
0:22:07 > 0:22:09You're lovely. Thank you very much, gents.
0:22:11 > 0:22:15Simon's looking for a bit of... I think madness.
0:22:16 > 0:22:19Madness but with a meaning behind it.
0:22:19 > 0:22:21You may be on to something there, Luci.
0:22:21 > 0:22:24Yesterday there was a ten-foot-by-six-foot board.
0:22:24 > 0:22:25They all walked past it 100 times.
0:22:25 > 0:22:27It had a very clear description of what we're about
0:22:27 > 0:22:30and I'm hoping they've read that and I'm hoping that they're going to
0:22:30 > 0:22:33interpret that rather than just go off randomly and buy a toy dog
0:22:33 > 0:22:37and a bottle of beer - which would be hugely disappointing.
0:22:39 > 0:22:42Everything in the company stems from their charter.
0:22:45 > 0:22:49The culture revolves around the charter, which is how we go about
0:22:49 > 0:22:53this mission to make other people passionate about great craft beer.
0:22:54 > 0:22:58I live, work, sleep, think, dream all about beer.
0:23:00 > 0:23:02We're uncompromising.
0:23:02 > 0:23:04If we don't love something we won't do it.
0:23:05 > 0:23:09We do like to take risks, yeah, definitely.
0:23:09 > 0:23:10The company culture is pretty much
0:23:10 > 0:23:13just one of being geeky about what you like
0:23:13 > 0:23:15and I, for instance, am absolutely obsessed with Star Wars
0:23:15 > 0:23:17and I think that's probably true
0:23:17 > 0:23:19of about 30...30 to 50 per cent of the people that work here.
0:23:22 > 0:23:25And my favourite value in the charter is "We blow shit up."
0:23:29 > 0:23:31This is actually in the charter.
0:23:32 > 0:23:35The candidates ignore the charter at their peril.
0:23:36 > 0:23:39I didn't clock the ch...the charter.
0:23:40 > 0:23:44I'm just, erm, I'm just refreshing myself on the charter,
0:23:44 > 0:23:48but I can't remember the specifics and I certainly can't find it on the internet, which is surprising.
0:23:48 > 0:23:51Right, I've got a screenshot of the BrewDog charter.
0:23:51 > 0:23:54"We learn obsessively and we share everything."
0:23:58 > 0:24:00OK... I need to find a bakery.
0:24:00 > 0:24:02I know what I need now. I've... I've...
0:24:07 > 0:24:10Who knows when inspiration will strike?
0:24:10 > 0:24:13Do you know what? That is quite an apt picture, that is.
0:24:13 > 0:24:17I see that as a guy getting frustrated
0:24:17 > 0:24:21because he wants to get his hand through the jumper to get a BrewDog.
0:24:23 > 0:24:25I'll go in there.
0:24:25 > 0:24:28With time running out, all three need to be on target...
0:24:28 > 0:24:30I am going to take one of those.
0:24:30 > 0:24:33..and secure in their choices.
0:24:33 > 0:24:36Ain't got a cl... Can you just tell... Does anyone know how to switch an iPhone on?
0:24:46 > 0:24:4912.30 - bang on time, five minutes to get back. We're done.
0:24:51 > 0:24:53Two hours are up.
0:24:56 > 0:25:01The applicants have 90 seconds to present and explain their choices.
0:25:01 > 0:25:04They need to relate them to the company charter
0:25:04 > 0:25:06and they need to pitch with passion.
0:25:10 > 0:25:12He's got crazy shit on.
0:25:12 > 0:25:14THEY LAUGH
0:25:14 > 0:25:17- Oh, my...- Hello, guys. - THEY LAUGH
0:25:17 > 0:25:19This is the true you, is it? Or...
0:25:19 > 0:25:22Only on a Saturday night. Or a Friday.
0:25:22 > 0:25:24- LAUGHS - Good luck.
0:25:24 > 0:25:26How does that sound?
0:25:26 > 0:25:28Wow!
0:25:28 > 0:25:31- I didn't know you two were going to be here, either. - THEY LAUGH
0:25:34 > 0:25:39Luci, Russ and Andy still don't know that it's the 200 watching staff
0:25:39 > 0:25:43who get to decide who is and who is not a fit with the company.
0:25:43 > 0:25:45Why's he cross-dressing?
0:25:46 > 0:25:50- OK, my first item's for you, James. - Thank you.
0:25:50 > 0:25:53To preserve the illusion that he is still the man to impress,
0:25:53 > 0:25:56James takes a front-row seat next to Simon.
0:25:56 > 0:25:57Oh, that's good.
0:26:00 > 0:26:02And this particular item that you've got there, James, reminded me
0:26:02 > 0:26:04of how yourself and Martin started off.
0:26:04 > 0:26:07You know, it's a handcrafted tool, it's crafted local
0:26:07 > 0:26:09and you can't find that anywhere else, so it's unique.
0:26:09 > 0:26:11Very much like your own product.
0:26:11 > 0:26:14- LAUGHS - That's quite good.
0:26:14 > 0:26:15Now, Simon, every time you have a beer
0:26:15 > 0:26:19that really means something to you, that you enjoy, you keep the bottle cap
0:26:19 > 0:26:21and you put it in there and it's a memory about that experience
0:26:21 > 0:26:23- that you've had about that beer. - Great.
0:26:23 > 0:26:25So it's very much about experience.
0:26:25 > 0:26:27Now, the third thing,
0:26:27 > 0:26:30this is the one that actually is a personal favourite of mine.
0:26:30 > 0:26:31Now, it's a green tea.
0:26:32 > 0:26:35You've got a green tea there that's actually good for you
0:26:35 > 0:26:39and it's made out of really good-quality ingredients.
0:26:39 > 0:26:40So, starting with Russell, I thought
0:26:40 > 0:26:42his three items were really, really pretty good.
0:26:42 > 0:26:44He seemed...seemed to get it.
0:26:44 > 0:26:48Emphasis on quality, handcrafted, that's ideal. Yeah.
0:26:48 > 0:26:49I was impressed with Russell.
0:26:49 > 0:26:51Right then, gents.
0:26:51 > 0:26:54OK, so I looked at three things on your charter
0:26:54 > 0:26:59and the first one that I looked at, erm, was "You bleed craft ale."
0:26:59 > 0:27:03And it's your true north, so I bought you a compass.
0:27:03 > 0:27:05This will always keep you on track
0:27:05 > 0:27:08and it will always keep you on your true north.
0:27:08 > 0:27:11I then looked at "you're geeks" - because you're geeks,
0:27:11 > 0:27:14you're obsessively learning and you're always sharing.
0:27:14 > 0:27:18So I brought you a cookie, which you can share,
0:27:18 > 0:27:21and on the cookie is a formula.
0:27:21 > 0:27:24E plus R equals O minus I.
0:27:24 > 0:27:27That's "an event plus a reaction equals the outcome,
0:27:27 > 0:27:29- "minus any interference". - Oh.
0:27:29 > 0:27:31- OK, so... - You thought of that, yeah.
0:27:31 > 0:27:34..that's some learning that you can...you can share.
0:27:34 > 0:27:37I don't know what the cookie was, so tell me, I didn't hear what it was!
0:27:37 > 0:27:40- LAUGHS - I think he'd made some kind of sum on it.
0:27:40 > 0:27:43And finally, I looked at...
0:27:43 > 0:27:45you blow shit up.
0:27:45 > 0:27:48When you blow shit up you've got to take risks.
0:27:49 > 0:27:50I took a risk.
0:27:50 > 0:27:52There it is, yeah. Yeah, you did.
0:27:52 > 0:27:55And if you do get the job how many days of the week
0:27:55 > 0:27:56will you turn up like this?
0:27:56 > 0:27:59- How many days do you want me to? - THEY LAUGH
0:27:59 > 0:28:02- TOGETHER:- None.- All of them. - THEY LAUGH
0:28:05 > 0:28:07Will Luci's 15 years in hospitality
0:28:07 > 0:28:10and food give her the edge over the boys?
0:28:11 > 0:28:14Let's go, Luci.
0:28:14 > 0:28:15Right, OK.
0:28:15 > 0:28:19So my first, first item was a book about crazy animals.
0:28:20 > 0:28:22And it's a pop-up book
0:28:22 > 0:28:25so you can sort of see that there's different sort of animals in it.
0:28:25 > 0:28:26I think...
0:28:26 > 0:28:29I've only done that because you do...you do crazy things, sort of
0:28:29 > 0:28:33push the boundaries, but I think you get your point across.
0:28:33 > 0:28:40And, erm, I could actually quite see a marketing opportunity with guys
0:28:40 > 0:28:43sitting there with, erm, zebra heads on
0:28:43 > 0:28:45and, you know, doing a...drinking...
0:28:45 > 0:28:48- Yeah, should have put one on. - ..er, a BrewDog.
0:28:50 > 0:28:53This one is my second sort of idea.
0:28:53 > 0:28:56Again, sort of a bit off the wall, trying to
0:28:56 > 0:28:59sort of get into the sort of psyche of you guys and everything.
0:28:59 > 0:29:01And I looked at this,
0:29:01 > 0:29:04some things are better with a...you know, a BrewDog.
0:29:04 > 0:29:05Snappy.
0:29:05 > 0:29:06Catchy.
0:29:06 > 0:29:07Yeah?
0:29:07 > 0:29:09OK, so that's really what I was trying to...
0:29:09 > 0:29:11I was trying to get there.
0:29:11 > 0:29:14Yesterday, I took your message,
0:29:14 > 0:29:17James, in terms of where you want to be,
0:29:17 > 0:29:20what your strategy is in the next five years,
0:29:20 > 0:29:24but I wanted to sort of show that I did listen and I get the point
0:29:24 > 0:29:28about you being global and bringing everybody along the journey.
0:29:30 > 0:29:32I did want it to illuminate, but it didn't.
0:29:35 > 0:29:37No, that wasn't impressive.
0:29:37 > 0:29:39I liked the zebra thing, but I like zebras.
0:29:39 > 0:29:44- I wasn't sure about it. It all seemed a bit tame, to be honest. - Yeah.
0:29:44 > 0:29:48Luci may have lost ground but she's not downhearted.
0:29:48 > 0:29:51Maybe I didn't tick all your boxes, but hopefully
0:29:51 > 0:29:56I sort of got somewhere, but I can build on somewhere.
0:30:02 > 0:30:06This collaborative hiring experiment requires the boss to step back
0:30:06 > 0:30:10and allow his workforce to assess the applicants across a whole week.
0:30:13 > 0:30:16James is finding that frustrating.
0:30:19 > 0:30:23I would say I'm particularly hands-on. I like to control things.
0:30:23 > 0:30:25I've got difficulty letting too many things go.
0:30:25 > 0:30:28What's the... what's the ETA on these bad boys?
0:30:28 > 0:30:32It will be interesting to see how, er, James deals with having
0:30:32 > 0:30:35this decision taken out of his hands.
0:30:35 > 0:30:38His influence is definitely present across all aspects of the company.
0:30:41 > 0:30:43Obviously, he's a guy who... who knows his own mind.
0:30:43 > 0:30:45And he's very... I think he's very quick to judge.
0:30:45 > 0:30:48He's very quick to know if somebody's right.
0:30:50 > 0:30:52I've sacked someone on their first day before.
0:30:52 > 0:30:56- Because...?- Because they... Yeah, because it was just no.
0:31:00 > 0:31:04Collaborative hiring is about looking beyond the CV,
0:31:04 > 0:31:07but less than two days into the experiment
0:31:07 > 0:31:09James is finding that difficult.
0:31:10 > 0:31:13Despite Russ's experience as a business development manager
0:31:13 > 0:31:15for a large brewery chain,
0:31:15 > 0:31:17and all three applicants having extensive
0:31:17 > 0:31:19multi-site management backgrounds,
0:31:19 > 0:31:23James believes - on paper - that none of the applicants have
0:31:23 > 0:31:27the expertise of area management he requires for the role on offer.
0:31:28 > 0:31:32I want to put a couple of questions to the person
0:31:32 > 0:31:33that shortlisted these people,
0:31:33 > 0:31:38cos I want to understand his reasons for choosing these candidates.
0:31:38 > 0:31:40I didn't think he's done a very good job.
0:31:40 > 0:31:44I want to speak to him and find out why he thought these people, A, could do the job and would be
0:31:44 > 0:31:47a good fit within the company, and I want to see what he has to say.
0:31:47 > 0:31:48Let's find out.
0:31:50 > 0:31:52PHONE RINGS
0:31:56 > 0:31:58Hi, there, Matt Buckland speaking. How can I help?
0:31:58 > 0:32:01Hey, it's, er, James Watt here. How are you doing?
0:32:01 > 0:32:03- I'm good, James, how are you? - Not too bad...
0:32:03 > 0:32:05He's phoned Matt Buckland, one of the recruitment experts
0:32:05 > 0:32:09responsible for shortlisting Andy, Luci and Russ.
0:32:09 > 0:32:10..area manager.
0:32:10 > 0:32:15We felt all of the candidates put forward didn't have the basic skills
0:32:15 > 0:32:18they needed to do the job within this company.
0:32:18 > 0:32:21So, James, what would your perfect candidate be?
0:32:21 > 0:32:24My perfect candidate would have had experience as being
0:32:24 > 0:32:27an area manager in a hospitality company.
0:32:27 > 0:32:31My perfect candidate would have a little bit of knowledge about beer
0:32:31 > 0:32:33and be passionate about what we do.
0:32:33 > 0:32:35With the exception of a few highlights from Russ,
0:32:35 > 0:32:38none of those boxes were really ticked.
0:32:38 > 0:32:41Is that before they did the... the testing?
0:32:41 > 0:32:44Erm, that was based on looking at their CVs
0:32:44 > 0:32:46and watching them doing challenges.
0:32:46 > 0:32:50OK, so the CV is kind of a blunt-force instrument, erm,
0:32:50 > 0:32:53and will never really get beyond the skin of someone.
0:32:53 > 0:32:56I think there's more worth to be had in taking someone on
0:32:56 > 0:32:59and moulding them than in trying to buy the perfect thing and
0:32:59 > 0:33:03then finding out later that you've inherited a lot of bad practices.
0:33:03 > 0:33:06If we take on someone here that's not the finished article
0:33:06 > 0:33:08and try and mould them, we don't have time to do that,
0:33:08 > 0:33:11and one of my constant issues with people that work
0:33:11 > 0:33:14in recruitment - they don't listen to who their client is.
0:33:14 > 0:33:18So I'm giving you particularly direct and honest feedback
0:33:18 > 0:33:20and you're not really answering the questions.
0:33:20 > 0:33:23And you're trying to tell me I'm wrong about my own business,
0:33:23 > 0:33:25which I don't think I am.
0:33:25 > 0:33:28- Oh, no, I don't think that at all... - That's basically what you're saying.
0:33:28 > 0:33:31The three people that were put forward don't have the skills or
0:33:31 > 0:33:33experience to do the job that we need them to do.
0:33:33 > 0:33:37So you can accept that opinion or you can continue arguing
0:33:37 > 0:33:38the other way.
0:33:39 > 0:33:40Wow.
0:33:44 > 0:33:45In theory, James was open.
0:33:45 > 0:33:48I think that there was a lot of prejudgement.
0:33:48 > 0:33:52So before it got to the stage of voting and actually being able
0:33:52 > 0:33:56to see what these candidates could do, erm, his mind was made up.
0:33:56 > 0:33:59If James has made up his mind that none of the candidates
0:33:59 > 0:34:00are right for the role,
0:34:00 > 0:34:02what does that mean for the staff
0:34:02 > 0:34:05taking part in the collaborative hiring experiment?
0:34:05 > 0:34:08What does it mean for the candidates?
0:34:08 > 0:34:10While he works out what to do next,
0:34:10 > 0:34:13Russ, Andy and Luci are still going all out
0:34:13 > 0:34:16for the area-manager position.
0:34:16 > 0:34:19It's still the workforce deciding their fate.
0:34:19 > 0:34:22Will it STILL be the workforce when this next task is over?
0:34:27 > 0:34:30..requires the candidates to persuade
0:34:30 > 0:34:33some of the villagers that live down the road from the brewery
0:34:33 > 0:34:36to switch from their usual tipple to a bottle of craft beer.
0:34:39 > 0:34:41OK, I need to work out which one's what.
0:34:44 > 0:34:47- OK... - Great, OK.
0:34:47 > 0:34:49The candidates have been armed with the tools
0:34:49 > 0:34:50to convert the unbelievers.
0:34:50 > 0:34:54Six different varieties of artisan ales to appeal
0:34:54 > 0:34:56to a variety of palates.
0:34:56 > 0:34:58Evening, how are you? Hiya...
0:34:58 > 0:35:01Candidates have to persuade the locals to switch
0:35:01 > 0:35:03from their beverage of choice to a bottle of craft beer.
0:35:03 > 0:35:06They have one room and one hour in which to do it.
0:35:06 > 0:35:10# I said, come on down and have a sip of beer
0:35:10 > 0:35:13# I said, hey, bartender... #
0:35:13 > 0:35:16OK, the first beer I'd like to introduce you to
0:35:16 > 0:35:18is a USA-styled ale.
0:35:18 > 0:35:20OK?
0:35:20 > 0:35:24So if you smell this, you'll notice there's a very floral note on it.
0:35:24 > 0:35:28BrewDog's Russell Clarke is on hand to monitor the next 60 minutes.
0:35:30 > 0:35:33The rest of the staff get to assess the candidates from afar.
0:35:33 > 0:35:36This ale, this is more for your bitter drinkers.
0:35:36 > 0:35:39What you'll get is it's a well-balanced, smooth beer.
0:35:39 > 0:35:43The key skills under the microscope here are beer knowledge...
0:35:43 > 0:35:46..a bit of toffee there, a little bit of caramel coming through.
0:35:46 > 0:35:50..powers of persuasion, and going the extra mile for the customer.
0:35:50 > 0:35:52What do you like to drink?
0:35:52 > 0:35:55- Gin and tonic.- Oh, I've got a couple for you, certainly.
0:35:55 > 0:35:58As we've come to expect, Russ is gently professional.
0:35:58 > 0:35:59Vodka Irn Bru.
0:35:59 > 0:36:03- Vodka Irn Bru... I'd like you to leave now, cos there's nothing... - THEY LAUGH
0:36:05 > 0:36:07- You're white wine? - White wine.- Yeah.
0:36:07 > 0:36:10He's trying to find out people's preferences.
0:36:10 > 0:36:15Great tactic to have, but he still hasn't put any beer in their hands.
0:36:15 > 0:36:17We'd like a bit more speed.
0:36:17 > 0:36:18Have a little swig on those.
0:36:19 > 0:36:22Andy goes in all guns blazing.
0:36:22 > 0:36:25You'll notice an aftertaste of pineapple.
0:36:25 > 0:36:26You like that?
0:36:28 > 0:36:30He's obviously great at speaking to people,
0:36:30 > 0:36:32which, you know, is really essential.
0:36:32 > 0:36:34You like that?
0:36:34 > 0:36:39It's like the worst kind of medicine any doctor could give you.
0:36:39 > 0:36:40It's bad.
0:36:40 > 0:36:43It's just not...it's... it's not your cup of tea?
0:36:43 > 0:36:46- Not at all. - THEY LAUGH
0:36:46 > 0:36:49It may be a barrel of laughs on the task,
0:36:49 > 0:36:53but back at BrewDog HQ it's a more sombre mood.
0:36:53 > 0:36:55We haven't seen their CVs,
0:36:55 > 0:36:57but I would imagine Andy and Luci's are quite salesy?
0:36:57 > 0:37:01James has called in team members from marketing and HR
0:37:01 > 0:37:04to discuss his concerns about the experience of the candidates.
0:37:04 > 0:37:06Quite, quite salesy. So the key thing for me is,
0:37:06 > 0:37:07looking at their CVs,
0:37:07 > 0:37:09no-one has been hospitality area manager before.
0:37:09 > 0:37:11Mm, exactly, exactly. Exactly.
0:37:11 > 0:37:13- So we'd be taking a hell of a gamble.- Yeah.
0:37:13 > 0:37:17Have any of them ever been a senior bar manager in a massive unit, or...
0:37:17 > 0:37:20No. Russ has done some property work in Punch.
0:37:20 > 0:37:23Luci has done some sales work.
0:37:23 > 0:37:25So what are we going to do?
0:37:25 > 0:37:26What are our options?
0:37:29 > 0:37:31Lager, lager, lager.
0:37:31 > 0:37:33Oblivious to the controversy,
0:37:33 > 0:37:37all three applicants are beginning to look like craft-beer enthusiasts.
0:37:37 > 0:37:40It does make you appreciate it more. I would have to agree.
0:37:40 > 0:37:42Can you taste maybe a little touch of the tropics in there?
0:37:42 > 0:37:44Exactly, yeah.
0:37:44 > 0:37:46Showing passion and knowledge.
0:37:48 > 0:37:51Isn't that...? Isn't it? It really is, it's got that nice feeling.
0:37:51 > 0:37:54Right, so try... try that one. Go for it.
0:37:56 > 0:37:59- Oh, that's nice, I like that.- Do you like that?- Yeah.
0:37:59 > 0:38:03I am happy, because I'm dealing with the public, I'm dealing with people.
0:38:03 > 0:38:06It's where I...I work really well.
0:38:06 > 0:38:09So my adrenaline has gone back up again now.
0:38:09 > 0:38:11So, yeah, I'm in a good place.
0:38:11 > 0:38:15- Take a Jammie Jodg...a Jammie Dodger and a bottle. Off you go. - SHE LAUGHS
0:38:18 > 0:38:20Just because they're not suitable for this job,
0:38:20 > 0:38:23in managing 120 people straight off the bat, I still think there's
0:38:23 > 0:38:26good qualities, and they've tried hard, and we've got a few days
0:38:26 > 0:38:31to see how they can adapt, so at the moment we've got 50 or 60 vacancies.
0:38:31 > 0:38:33So there's maybe a different vacancy we can flip this on
0:38:33 > 0:38:36to keep the candidates, keep the process, keep the voting,
0:38:36 > 0:38:39but just a vacancy that's more suited to their skillset.
0:38:39 > 0:38:41Like you say, we do flex and change constantly
0:38:41 > 0:38:43- so it would totally make sense. - Yep.
0:38:43 > 0:38:46And if they can't adapt to this quickly then they're not fit
0:38:46 > 0:38:48- to be in the business anyway. - Yeah.
0:38:52 > 0:38:56OK, Russ, you're going to have to stop. Your time is up now.
0:38:56 > 0:38:59So just raise your hands if you are a convert to craft beer.
0:38:59 > 0:39:01Fantastic, so what have we got?
0:39:01 > 0:39:03When time is called on the task,
0:39:03 > 0:39:06there's already a healthy percentage of converts.
0:39:06 > 0:39:09But whether Luci, Andy and Russ will be willing converts
0:39:09 > 0:39:12to a different job to the one they think they're competing for
0:39:12 > 0:39:14remains to be seen.
0:39:14 > 0:39:17APPLAUSE
0:39:25 > 0:39:28Day three of the collaborative hiring week at BrewDog.
0:39:33 > 0:39:36There's just one more task left for the candidates to do,
0:39:36 > 0:39:39but James has an announcement to make to the workforce.
0:39:43 > 0:39:45Hey, Bethany.
0:39:45 > 0:39:47If you can have everyone downstairs in five minutes
0:39:47 > 0:39:49and we'll see how we can fix this mess.
0:39:51 > 0:39:55200 staff have been monitoring and assessing the three candidates.
0:39:55 > 0:39:59At the end of the week, the plan is to cast their vote to decide
0:39:59 > 0:40:02who will be the new area manager for the South East.
0:40:04 > 0:40:06James has decided to change all that.
0:40:09 > 0:40:11Exactly halfway through the week,
0:40:11 > 0:40:14and the applicants for area manager have been tested
0:40:14 > 0:40:18on their transferable skill set, as enshrined in the BrewDog charter.
0:40:19 > 0:40:21Learning obsessively.
0:40:23 > 0:40:24Sharing evangelically.
0:40:27 > 0:40:29Being uncompromising.
0:40:30 > 0:40:32And taking risks.
0:40:36 > 0:40:37Hello.
0:40:37 > 0:40:38- STAFF:- Hi.
0:40:40 > 0:40:44But James has decided not to take a risk on hiring any of them
0:40:44 > 0:40:46as area manager.
0:40:46 > 0:40:50I think the key thing for me before we even ascertain
0:40:50 > 0:40:52how good a fit these people are,
0:40:52 > 0:40:56none of them has been a hospitality-industry area manager,
0:40:56 > 0:40:59which is what we want them to do.
0:40:59 > 0:41:02So what I think we should do... Cos I think we kill the area manager
0:41:02 > 0:41:04cos no-one's done that, no-one's got the skills.
0:41:04 > 0:41:07We keep the process, we keep the candidates
0:41:07 > 0:41:11but the job now becomes the property manager as opposed to area manager.
0:41:11 > 0:41:16From his iron pulpit, James explains the plan to change the job
0:41:16 > 0:41:19the applicants are competing for.
0:41:19 > 0:41:22There is another role in the company - still in the South East -
0:41:22 > 0:41:24looking after the BrewDog properties there.
0:41:24 > 0:41:26So we still need to decide who's the best fit.
0:41:26 > 0:41:29We still go through the process and we're still getting the vote.
0:41:29 > 0:41:32It's just a different job that we're voting for.
0:41:32 > 0:41:34When are you telling them?
0:41:35 > 0:41:39- Er, I'm going to tell them today, so I'm expecting tears... - THEY LAUGH
0:41:39 > 0:41:43People... People shouting at me, cups of coffee thrown in my face.
0:41:43 > 0:41:45- Just a normal day. - THEY LAUGH
0:41:48 > 0:41:50'..cups of coffee thrown in my face. Just a normal day.'
0:41:50 > 0:41:53THEY LAUGH
0:41:53 > 0:41:54That's not funny.
0:41:57 > 0:41:59This is a game changer.
0:41:59 > 0:42:03The democratic collaborative hiring process has been hijacked.
0:42:03 > 0:42:08James has wrestled back control and nobody seems very surprised.
0:42:10 > 0:42:13Is it the weirdest thing that's happened to you today?
0:42:13 > 0:42:16Is it... No, probably not. SHE LAUGHS
0:42:16 > 0:42:18Probably way weirder things.
0:42:18 > 0:42:19Yeah, like how James came out of his office
0:42:19 > 0:42:22and said, "Please hide the cat. "There's importers coming in."
0:42:22 > 0:42:23Yeah. SHE LAUGHS
0:42:23 > 0:42:26- Then, you know...- Yeah, that's...
0:42:26 > 0:42:28I think once you've started a collaborative hiring process
0:42:28 > 0:42:32it doesn't make sense then to revert to those old systems of hierarchy
0:42:32 > 0:42:34and just impose a decision.
0:42:34 > 0:42:38Erm, I think you really risk not just choosing the wrong candidate
0:42:38 > 0:42:41but also alienating some of the workforce.
0:42:41 > 0:42:44You've given them that trust and then, "Actually this is all wrong,
0:42:44 > 0:42:47"it's all broken, I'm going to take it back."
0:42:49 > 0:42:53Can this company ever be wholly democratic?
0:42:56 > 0:42:59- I might need to think about that for a bit.- That's fine, of course.
0:43:02 > 0:43:03Well, it's not a democracy.
0:43:03 > 0:43:05Erm, you know, it's an entrepreneurial business
0:43:05 > 0:43:07so it's not...not a democracy.
0:43:07 > 0:43:09Someone has to make these tough decisions
0:43:09 > 0:43:11and sometimes they're not collaborative.
0:43:11 > 0:43:13I think any good democracy also has to have a leader,
0:43:13 > 0:43:16because otherwise it could be ultimately chaos.
0:43:23 > 0:43:26The candidates have been called to HQ.
0:43:26 > 0:43:30They still think that they're taking part in a week-long immersive
0:43:30 > 0:43:33hiring process to find a new area manager.
0:43:33 > 0:43:36For them, nothing has changed...
0:43:36 > 0:43:37yet.
0:43:38 > 0:43:41You don't know what's next.
0:43:41 > 0:43:42I don't.
0:43:42 > 0:43:45But from each moment there's... there's no "What's next?"
0:43:49 > 0:43:52I'm just heading over to Dogtap for half an hour.
0:43:52 > 0:43:55James is on his way to tell the candidates that the plan is
0:43:55 > 0:43:57to change the job on offer to something
0:43:57 > 0:44:00he feels they'd be more suited to,
0:44:00 > 0:44:03but could this change mean the collaborative hiring experiment
0:44:03 > 0:44:05gets de-railed?
0:44:05 > 0:44:07I'm not quite sure how they're going to take it.
0:44:07 > 0:44:11Maybe a little bit surprised, but hopefully they'll see that this
0:44:11 > 0:44:14is a better opportunity for them within this company.
0:44:14 > 0:44:16I hope... Otherwise they might just go home,
0:44:16 > 0:44:19and in some cases that might not be a bad thing.
0:44:24 > 0:44:28- Hey, how's it going?- Hiya. You all right?- Yeah, good.- Good.
0:44:28 > 0:44:30- Hello.- Nice to see you again. - Hi, James.
0:44:30 > 0:44:32- Hello, how's it going? - Yep, good, good.
0:44:32 > 0:44:34So we've got a little announcement to make
0:44:34 > 0:44:36but we'll start off with a couple of questions.
0:44:36 > 0:44:40So, Andy, have you ever been a hospitality area manager before?
0:44:40 > 0:44:43- No.- Have you ever worked in hospitality before?
0:44:43 > 0:44:47- No.- Luci, have you ever been a hospitality area manager before?
0:44:47 > 0:44:50- No.- Have you ever worked in hospitality before?
0:44:50 > 0:44:54- Yeah, I've worked with hotels and pub chains, so... - In the hotels and pubs?
0:44:54 > 0:44:57No, I actually managed a food-service side of it into them.
0:44:59 > 0:45:02And have you ever been a hospitality area manager before?
0:45:02 > 0:45:04Yeah, about six years ago.
0:45:04 > 0:45:07So, erm, yeah.
0:45:07 > 0:45:10They have all been shortlisted by recruitment experts
0:45:10 > 0:45:13for their appropriate transferable skills.
0:45:13 > 0:45:16Russ had got direct experience in hospitality management,
0:45:16 > 0:45:18Luci has a background in hospitality
0:45:18 > 0:45:22and Andy has extensive multi-site experience.
0:45:22 > 0:45:25But James will only consider someone who is already doing
0:45:25 > 0:45:27the job of hospitality area manager.
0:45:27 > 0:45:31It's the thoughts of our team that it's just too
0:45:31 > 0:45:33big of a gamble for us to try and put someone in that job
0:45:33 > 0:45:36that's not doing that at a very high level at the moment.
0:45:37 > 0:45:39Still, we're really keen to keep this process going
0:45:39 > 0:45:42so we've actually changed the job spec.
0:45:42 > 0:45:46We're hiring for 50 jobs at the moment and looking at you guys' CVs,
0:45:46 > 0:45:48spending a bit of time with you, I think we've got a job that's
0:45:48 > 0:45:51more suited to what you guys have got in terms of your background.
0:45:51 > 0:45:55So this is the new position and this is the new job spec.
0:45:55 > 0:45:57Cool.
0:46:00 > 0:46:03So the job that we want to change it to is
0:46:03 > 0:46:05the bars senior property manager.
0:46:05 > 0:46:08So that person will be looking after acquisition,
0:46:08 > 0:46:11new concept development, business development
0:46:11 > 0:46:13and still working with the same teams.
0:46:14 > 0:46:18The candidates are unsure. Is this just another game?
0:46:18 > 0:46:21If it is, Luci's not playing any more.
0:46:21 > 0:46:24No, I know that's not me.
0:46:26 > 0:46:28And I'm being honest about that. So...
0:46:30 > 0:46:32Yeah, yeah, no.
0:46:32 > 0:46:35Within seconds of James' announcement,
0:46:35 > 0:46:38the collaborative hiring experiment becomes a two-horse race.
0:46:38 > 0:46:42I'm going to give you guys some time to maybe have a beer, have a chat about it, have a think about it.
0:46:42 > 0:46:45If you can get back to me tonight or tomorrow morning
0:46:45 > 0:46:49- and let me know what you think. - OK.- Yep, sound.- Thank you!
0:46:51 > 0:46:54All good, let's go to the bar.
0:46:58 > 0:47:01The shepherd said to the sheep, "Let's get the flock out of here."
0:47:04 > 0:47:06It's gone tits up!
0:47:10 > 0:47:11The goal posts have been moved.
0:47:11 > 0:47:13He's looked at the skill set around the room,
0:47:13 > 0:47:16what's transferrable and what isn't, and as he's looked at
0:47:16 > 0:47:18what's transferrable and what isn't he's come up with a job role.
0:47:18 > 0:47:21I get that, it's not to say I can't do it.
0:47:24 > 0:47:26No, it's definitely not for me.
0:47:27 > 0:47:30Absolutely not. No.
0:47:30 > 0:47:33And I wouldn't be doing BrewDog business justice
0:47:33 > 0:47:35if I did say I could do it.
0:47:39 > 0:47:42You know it's difficult because your first emotion is rejection
0:47:42 > 0:47:44and that might not be the case at all.
0:47:45 > 0:47:49James is the type of guy that'd say, "I don't like any of these candidates,
0:47:49 > 0:47:52"call it a day, let's go." But he hasn't said that.
0:47:54 > 0:47:57For me the jury's out whether I'd fit into the BrewDog culture.
0:47:59 > 0:48:00Cos it is a two-way street.
0:48:00 > 0:48:02It's about finding the right employee,
0:48:02 > 0:48:05but the employee finding the right employer as well.
0:48:09 > 0:48:13These three candidates' CVs were certainly viable
0:48:13 > 0:48:16and were credible in terms of being put up for this task.
0:48:16 > 0:48:19I think what we can see here is that James hadn't really bought into
0:48:19 > 0:48:23the three candidates and perhaps hadn't bought into the collaborative
0:48:23 > 0:48:26hiring process as much at the beginning as he should have done.
0:48:30 > 0:48:33At the hotel, the candidates retire.
0:48:37 > 0:48:40They're all contemplating their futures, after James revealed
0:48:40 > 0:48:44that he felt they were not up to the job they were competing for.
0:48:47 > 0:48:51He's... He's absolutely, absolutely missed the point on it.
0:48:52 > 0:48:56Cos he's tried to match a job based on our experience and our CVs,
0:48:56 > 0:48:58you know, which is fine, I get that.
0:49:00 > 0:49:04But there's nowhere on my CV that actually says what I want to do.
0:49:04 > 0:49:07It tells you what I've done.
0:49:07 > 0:49:10So, you know, I've been a lifeguard, I've been a tyre-and-exhauster.
0:49:10 > 0:49:13I loved it. But I don't want to do it now.
0:49:13 > 0:49:16So this is about what I want to do now.
0:49:18 > 0:49:22It's an interesting curveball and I've got a CV that suits it.
0:49:22 > 0:49:25It... It's almost written like my CV,
0:49:25 > 0:49:28concept development, new ideas.
0:49:31 > 0:49:35I did say to myself, you know, is this really for me?
0:49:35 > 0:49:37Am I a BrewDog person?
0:49:37 > 0:49:40I do, you know, have to ask that question,
0:49:40 > 0:49:42because he never got to know me.
0:49:42 > 0:49:44And if you can turn that round,
0:49:44 > 0:49:47I never really got to know him.
0:49:48 > 0:49:53I get that he's a really clever entrepreneurial guy,
0:49:53 > 0:49:55but is he a people person?
0:49:59 > 0:50:01Monday, I had an open view.
0:50:01 > 0:50:06Tuesday there was probably two or three things that I saw or I heard
0:50:06 > 0:50:09and my antenna started twitching.
0:50:09 > 0:50:12I said, "Actually, I don't like that."
0:50:12 > 0:50:16And then with the curveball that James put in around the job change
0:50:16 > 0:50:19my decision was clear-cut and easy.
0:50:21 > 0:50:22By the end of the evening,
0:50:22 > 0:50:26Andy and Luci have both decided that the new role is not for them.
0:50:27 > 0:50:29They send a text to James.
0:50:32 > 0:50:35Unless either of the other two change their mind overnight,
0:50:35 > 0:50:39Russ, by default, will be the company's new property manager
0:50:39 > 0:50:40for the South East.
0:50:42 > 0:50:45Well, I guess if the other two candidates do drop out then tomorrow
0:50:45 > 0:50:48will be a discussion with me and either James or somebody else
0:50:48 > 0:50:51in BrewDog regarding the opportunity that was presented today.
0:50:58 > 0:51:00Dawn on day four.
0:51:01 > 0:51:04The applicants are on their way to HQ.
0:51:05 > 0:51:10Still unaware that their every move has been monitored by the workforce.
0:51:14 > 0:51:18At BrewDog, James sends an e-mail round announcing that Andy
0:51:18 > 0:51:22and Luci have rejected the revised job spec and will leave today.
0:51:24 > 0:51:26So basically it's Russ or no-one then.
0:51:26 > 0:51:28So...
0:51:29 > 0:51:31So, what, has Russ won?
0:51:31 > 0:51:32Yay? Or is it...
0:51:32 > 0:51:35So what does that mean? I don't know.
0:51:36 > 0:51:38Can the collaborative hiring process continue?
0:51:40 > 0:51:43Will the whole workforce still get to have their say?
0:51:43 > 0:51:45It would be nice if we could still have a say in it
0:51:45 > 0:51:47and, you know, vote, having seen everything,
0:51:47 > 0:51:49if Russ is still right for that role.
0:51:49 > 0:51:52If we don't have the vote then so be it, I mean,
0:51:52 > 0:51:56stuff happens all the time round here that we...we don't always
0:51:56 > 0:51:59have control of, so it wouldn't be the first time and it won't be
0:51:59 > 0:52:02the last, but a little disappointed if we don't get to vote, yeah.
0:52:06 > 0:52:10James wants to give feedback to the candidates and reveal to them
0:52:10 > 0:52:14that the whole workforce has been assessing them across the week.
0:52:16 > 0:52:18- Hey, how's it going? - Morning. I'm good.
0:52:18 > 0:52:21First into the captain's quarters is Andy.
0:52:21 > 0:52:23I'm sad you don't have your Lady Gaga outfit on today.
0:52:23 > 0:52:25Not today.
0:52:26 > 0:52:29So yesterday you decided that you didn't want to pursue
0:52:29 > 0:52:33- the alternate job.- Yep, there's no point trying to kid yourself.
0:52:33 > 0:52:36It's about being true and honest. I know what my skill sets are.
0:52:36 > 0:52:39I actually know where I want to go and what I want to do
0:52:39 > 0:52:42and that doesn't tick any of the boxes.
0:52:42 > 0:52:45It's just a pity it didn't quite align here but I'd love to thank you
0:52:45 > 0:52:46for the time that you've spent here.
0:52:46 > 0:52:49James, no worries. Appreciate that.
0:52:49 > 0:52:51- Thank you.- Cheers. Bye.
0:52:53 > 0:52:57Now it's Luci's turn to face the enigmatic James for the last time.
0:53:02 > 0:53:06So you know you've been taking part in a series of assessments.
0:53:06 > 0:53:11What you don't know is that 200 members of my team here have
0:53:11 > 0:53:14been watching video feed and seeing how you got on.
0:53:14 > 0:53:16Right, OK.
0:53:16 > 0:53:20On that basis, I actually don't know what...what the feedback is.
0:53:20 > 0:53:23What they were looking at. I don't... I don't... I don't know.
0:53:23 > 0:53:27So the reason the tasks were designed as they were,
0:53:27 > 0:53:30we want to hire people who believe what we believe.
0:53:30 > 0:53:33- We want to hire people who get the passion, who get the culture.- Yeah.
0:53:33 > 0:53:35That is the kind of starting point for us
0:53:35 > 0:53:37and that's why the tasks focused on those things initially.
0:53:37 > 0:53:40If I'm honest, the one question that will stick in my head
0:53:40 > 0:53:42till probably I-I leave this earth
0:53:42 > 0:53:46is that 77...jellybeans out of the 77. I thought...
0:53:46 > 0:53:48- 747.- I thought, "Do you know what,
0:53:48 > 0:53:50"why the hell have you asked me that question?"
0:53:50 > 0:53:54So that question was designed to see, as a little thought experiment,
0:53:54 > 0:53:55how flexible, how nimble,
0:53:55 > 0:53:58how quickly someone can adapt when they get a little bit fazed.
0:53:58 > 0:54:01- Right, OK.- Which is key to working in this company.
0:54:01 > 0:54:04I get that, but you actually don't know what I'm like under pressure.
0:54:04 > 0:54:06I'm under pressure because I'm in food service.
0:54:06 > 0:54:09If that product doesn't get on the plate,
0:54:09 > 0:54:10then that person can't eat it.
0:54:10 > 0:54:13So if the fish doesn't come in out the sea,
0:54:13 > 0:54:16I'm in that position whereby I've got to react quickly,
0:54:16 > 0:54:18I've got to...make a decision.
0:54:18 > 0:54:21That's my "under pressure".
0:54:21 > 0:54:23And if this job was about putting fishes on plates
0:54:23 > 0:54:26I'm sure you'd be perfect, but the challenges and questions were
0:54:26 > 0:54:29designed to see how you could cope with different types of pressure
0:54:29 > 0:54:31that doesn't relate to fishes.
0:54:31 > 0:54:35Well, we're going to be on an agree-to-disagree... position on that.
0:54:37 > 0:54:39I've got one final thing for you.
0:54:39 > 0:54:41This is a very special bottle of beer.
0:54:41 > 0:54:43You know it's good cos it doesn't have a label on it.
0:54:43 > 0:54:45The most special beers don't have labels.
0:54:45 > 0:54:48- You know what I'm going to call that?- What?
0:54:48 > 0:54:50- James.- That's the first sensible thing you've said today.
0:54:50 > 0:54:52Oh, thank you very much.
0:54:53 > 0:54:56- Take care. Bye.- Bye.- Bye.
0:54:57 > 0:54:59Two down,
0:54:59 > 0:55:03and I think that means Russ is the last man standing.
0:55:05 > 0:55:07Russ waits in reception.
0:55:07 > 0:55:11The job - the NEW job - seems to be his for the taking.
0:55:13 > 0:55:15I don't want to get a job by default.
0:55:15 > 0:55:17I want to be successful wherever I want to go
0:55:17 > 0:55:22and I want to make sure that my fit is exactly what they're looking for.
0:55:24 > 0:55:26- Hey, how's it going? - Very good, thank you, James.
0:55:26 > 0:55:28- Good to see you again. - Good to see you again.
0:55:28 > 0:55:30- Have a seat.- Thank you.
0:55:32 > 0:55:35So have you had any thoughts on the change in job?
0:55:35 > 0:55:38Erm, yeah... No, it's certainly something I would
0:55:38 > 0:55:41definitely consider and I definitely will consider it.
0:55:41 > 0:55:43I'd be, yeah, really keen on...
0:55:43 > 0:55:45on thinking that one through a lot more.
0:55:45 > 0:55:47OK, so before you make your decision
0:55:47 > 0:55:50and before we chat about it a bit more I've got something to show you.
0:55:50 > 0:55:52All right, OK. That sounds interesting.
0:55:52 > 0:55:55Yeah. Another surprise. Yeah, a big one.
0:55:57 > 0:55:58Head down to the warehouse now.
0:56:02 > 0:56:05James wants to present Russ to the staff.
0:56:05 > 0:56:07This is the warehouse.
0:56:07 > 0:56:10Does the process finally have a happy ending?
0:56:10 > 0:56:13Or will there be a sting in the tail?
0:56:13 > 0:56:15Thank you, here we have most of our team.
0:56:19 > 0:56:22So over the last few days, as you know, you've been
0:56:22 > 0:56:25taking part in a series of challenges and assessments.
0:56:25 > 0:56:28What you don't know is that video footage has been
0:56:28 > 0:56:30- seen by all of our team.- Oh!
0:56:30 > 0:56:31200-plus people...
0:56:31 > 0:56:34ALL LAUGH
0:56:34 > 0:56:37..who've been assessing the performance of yourself,
0:56:37 > 0:56:40Andy and Luci.
0:56:40 > 0:56:43Oh, right, OK. That's a big deal. That's quite a big deal.
0:56:43 > 0:56:45I had no idea, no idea at all.
0:56:47 > 0:56:50So if this had gone to a vote, which it was supposed to,
0:56:50 > 0:56:51who would you guys have voted for?
0:56:51 > 0:56:52- ALL:- Russ.
0:56:52 > 0:56:54Oh, well, thanks for that. Yeah.
0:56:54 > 0:56:57So, unanimous winner...
0:56:57 > 0:57:01Erm, so we'd like to formally offer you the property-manager job.
0:57:01 > 0:57:03Right, thank you very much for that, James.
0:57:03 > 0:57:05I feel like I should go down on one hand and knee.
0:57:05 > 0:57:06LAUGHTER
0:57:06 > 0:57:08Gimme your hand.
0:57:08 > 0:57:10APPLAUSE
0:57:15 > 0:57:18I came in this process to have an experience,
0:57:18 > 0:57:22to have a challenge, to see if BrewDog were exactly as advertised.
0:57:22 > 0:57:23Thanks.
0:57:23 > 0:57:25To find out a little bit more about them
0:57:25 > 0:57:28and hopefully to share more about me with themselves
0:57:28 > 0:57:30and it'd be nice to see if there was a good fit there.
0:57:32 > 0:57:35Great. Thank you.
0:57:36 > 0:57:38- Did you accept it? - No, I told him to stick it!
0:57:38 > 0:57:40THEY LAUGH
0:57:48 > 0:57:52Russ grew a beard, but he declined the job at BrewDog
0:57:52 > 0:57:54and decided to stay with his current employer.
0:57:56 > 0:57:59Luci is still searching for something that will spark
0:57:59 > 0:58:01her professional passions.
0:58:01 > 0:58:03Andy's back in the land of retail
0:58:03 > 0:58:07and awaiting the outcome of two regional-manager job interviews.
0:58:07 > 0:58:11James got a great review for his first book
0:58:11 > 0:58:14and went on to fill the vacancy of area manager
0:58:14 > 0:58:17for the South East...his own way.