Redundant: the standard interview?
You can find many articles about the changing face of the interview and how traditional methods are dead and technology is the future. Yes, the face to face interview does have its faults, and may not, in some cases, be a good predictor of future job performance. It has always been the case that the best and most reliable method is to assess the candidate ‘in post’ but this is rarely practical, accept for interns who work for free!
Yes, VR is making an impact on recruitment, which should be exciting for the twenty somethings but a bit daunting for us oldies! Telecom giant BT has recently launched a new creative job interview aimed at apprentices and graduates for roles in cyber security, engineering, IT, sales and customer service. Be warned though as a recent survey of 18-24-year-olds found that many were feeling bewildered by hiring processes that feature no human interaction.
Some HR Professionals advocate different ways to recruit staff, insisting that the days of the standard, one to one, face to face, interview are long gone. New techniques we have come across include getting candidates to build objects out of straws, come up with a poem or sell a product to assessors. Another firm asked candidates to stand up and describe their most embarrassing moment ever (apart from standing up and describing your most embarrassing moment ever ie: this one). Great news for the shy and retiring!
It seems that candidates don’t always tell the truth in interviews (really?) and the interviewer can’t always judge a candidate objectively (really?) which brings into play competency based assessments. Here we should base all questions on real life, in-job scenarios and examples. Easy to say but hard to do, as it may need to involve role-playing, for both the candidate and the interviewer.
You shouldn’t rush to ditch the traditional interview yet though as it still has plenty of merits, particularly when combined with a few ‘modern’ elements to increase your assessment of the candidates’ competency and suitability for the role and your company.
This will ensure that your impression of the candidate is based on seeing them do the job, rather than on how good they are at presenting themselves and answering questions.
It seems that interviewers need help as well…