Fast Company | Business + Innovation: Put it right up there with the annual review on the list of conversations we’d rather not have. The traditional job interview where a candidate sits across from a hiring manager--or a team of prospective colleagues--and gets hammered with questions such as “where do you see yourself in five years?” and “what do you think you can offer our organization?”
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"There is no substitute for actually working with another person to evaluate their culture and performance fit." There was another article on the page this week about Operation Smile's interview process and how it supposedly exploits candidates by making them work together to plan and execute a dinner party for members of the company. I thought that, while the project was self serving it really tested the skills that the organization needed in an employee and was a good solution to the problem posed in the quote above. I think that making more hands on work apart of the interview process would serve both companies and applicants well. It takes the focus off how well you speak about your self and more on what you can can do and how fast you can learn.
It makes a lot of sense that "traditional" interviews are not generally as successful as they should be, but at the same time they do get the job of preliminary "getting to know you" done. Using some of the strategies Augustine suggests seems very helpful in finding the best fit for all involved -- and, it's much more interesting as well. I've also heard that depending on the company/organization and probably the type of position, interviews can sometimes just be a sort of formality to make sure that potential candidates don't have any out standing issues, social or otherwise, so perhaps they are only really needed in certain circumstances.
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