LinkedIn: In our work helping organizations improve their hiring and interviewing processes, we have encountered just about every interview approach you can imagine. Some interview formats are great, some are “innocuous but ineffective,” and some are downright destructive. In this article we will explore four formats that are most concerning, given their widespread use.
4 comments:
As I am currently in the process of being interviewed for jobs this summer, this article was enlightening in explaining to me the differences between many different interviews. I did not realize that some interviews could include brain teasers or take-home assignments. Personally, I see the reason why a company may do this, but I don’t understand why they believe it is an effective way to choose a candidate for a job. I do not enjoy interviews, but I do enjoy getting to know the person interviewing me, and it seems to me that a panel interview would prevent this and create a stressful situation where I am less likely to be myself. A stress interview sounds like something I do not want to experience, I wonder if this is kinda like a trial period on the job and if that would be a better way of deciding if a candidate is good for the job or not. I am hopeful that I will improve my interview skills in the future so that I can be myself in any situation that is thrown my way.
I liked this article. I agree that panel interviews can be odd, I have definitely experienced one of these where one person has dominated the conversation. One on one conversations, in my opinion, really let you gather the “vibe” of a person, if it’s off – it’s off. Stress interviews just seem wrong, I’m not sure that I’d want an employer that thought it would be a good idea to do this. I understand scenario-based questions or things of that nature, but to take it to a stressful nature beyond that seems odd. If I had a take-home assignment from a job interview, it ought to be one of the best jobs I’ll ever interview for. I feel as though it isn’t all that fair to ask somebody to do something aside from the interview if it is not something like present a portfolio, or a teaching lesson, or something like that. To create your own assignment and give it out just seems weird.
As someone who has been on both sides of the hiring process, I can attest to the importance of a well-structured and thoughtful interview process. The LinkedIn article's identification of four interview formats to avoid resonated with me, as I have personally experienced the negative effects of some of these formats.
For instance, I have been in interviews where the interviewer seemed more interested in putting me under extreme pressure to see how I would react, rather than focusing on my qualifications and fit for the role. This type of "stress test" interview not only creates a negative experience for the candidate, but it can also result in the wrong candidate being selected for the job.
Similarly, the "blind" interview format can be particularly frustrating for candidates who have put time and effort into crafting a strong application, only to feel like their qualifications are being overlooked in the interview process.
This one was real. I was just interviewed this week, and many of my peers are going through the same process. But I was never told about these different formats of interviews, and the thought of their widespread use is concerning. Especially knowing that me or my peers may go through it, or one day even partake in its usage. Panel Interviews sound similarly to an audition for senior 1 acts from my high school. Everyone looks for something different from the same job, so how do you know what to show them? Stress Interviews, although making sense initially, is concerning. Stress is a wild card in every individual. Different things cause different reactions and I would wonder what the work environment is like if they need to see you stressed in an interview. I would think seeing someone when they are comfortable would be more telling of their personality.
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