WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.1

Social loafing and decision avoidance

When there are multiple stakeholders involved, some individuals tend to shy away from taking decisive action. Instead, they prefer to spread the responsibility by adding more rounds of interviews. It's like a way of passing the baton to others, leading to prolonged and sometimes never-ending interview processes.

#interviews #informedecisions

RESEARCH SHOWS THAT.... VIDEO INTERVIEWS

A recent study led by Eli Rizi and Nicolas Roulin took a close look at asynchronous video interviews (AVIs) and how to make them less robotic and more engaging.

AVIs often feel cold and distant due to their text-based format (questions are presented to the candidate in text).

151 Canadian candidates for a grocery store manager role, took one out of 3 versions of AVI. One presented questions in plain text, another showcased low-quality video (manager recording themselves asking questions on a smartphone), and the third rocked high-quality video (professional camera, office setup).

The result? The video versions, regardless of quality, trumped the plain text. Participants felt more social presence, performed better and even managed their anxiety levels better.

What's in it for you? If you're in TA, consider spicing up your AVIs with brief video intros and question recordings – no need for Hollywood-level production.

https://onlinelibrary.wiley.com/doi/10.1111/ijsa.12448

#interviews #candidateexperience #informedecisions

INTERVIEW MYTHS BUSTED - ARE YOU A GREAT JUDGE OF CHARACTER?

WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW?

Welcome to the second post in our series.

The second skill we will discuss is critical thinking: Does the candidate have the ability to ask critical questions, look at things from different perspectives, play the "devil's advocate," and conduct meaningful analysis to make informed decisions?

Questions indicating high critical thinking:

  1. Asks deep or challenging questions about the information provided. For example: if you mention a culture of teamwork and collaboration, the candidate might ask, "How does that manifest in day-to-day operations?"
  2. When presented with a professional or technical challenge, asks follow-up questions to deepen their understanding of the information provided.
  3. Able to respectfully disagree with the interviewer. For instance, if the interviewer states, "We believe satisfying customers means giving them what they want," the candidate might respond, "Based on my experience, sometimes customers don't know what they want. Do you agree?"

Questions indicating low critical thinking:

  1. Asking generic questions easily found on the web, such as "Tell me about your culture."
  2. Repeating or reconfirming information already covered in the interview process or readily available in the job description, such as asking about the salary range or work model.
  3. Not asking any questions and simply repeating or confirming what the interviewer said, such as saying, "I really like your customer-centric approach."

#interviews #skillsbasedhiring #informedecisions

interview questions

IS THIS MORE FUNNY OR SAD? WHAT DO YOU THINK?

candidate experience

#interviews #candidateexperience #informedecisions

INTERVIEW HORROR STORY

"I did 6 interviews in one week, they ghosted me afterwards”

*from the web

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SHOULD YOU ONLY HIRE FOR CHARACTER, ATTITUDE, AND RELIABILITY? INFORMED DECISIONS TAKE

Thanks to everyone who participated in our survey.

Here is a reminder of the CEO’s interview practice:

"I've been a CEO for over 2 years and I've finally cracked the code on hiring. I look for just 3 things:

• Character

• Attitude

• Reliability

Anything else can be trained.

"And here is our take on it…We respectfully disagree with the CEO for 2 reasons:

1. Too broad definitions - what are “character” and “attitude” exactly? what do they contain?Imagine telling your recruiters or hiring managers to hire for great character and a positive attitude- you can be 100% sure that each of them will interpret this differently.In order to hire with accuracy we need to clearly define what we are looking for in terms of traits, behaviors, values, and motivation.Broad definitions will just lead to people making their own subjective judgments and biases.

2. You should definitely hire for skills — although skills can be taught, some, particularly human skills (also known as “soft skills”) such as effective communication, emotional intelligence, and servant leadership, require considerable time to develop.When recruiting for a position, our goal is to efficiently onboard new hires and optimize the return on investment.However, this does not imply that we exclusively seek out "perfect" candidates (if such individuals even exist).On the contrary, the skills-based approach to hiring encourages leaving our preconceived notions on the relevant experience and education at the door and assessing candidates on obtaining the relevant skills for the position.

#interviews #skillsbasedhiring #informedecisions

INTERVIEW HORROR STORY

“I was applying for an HR position and the next page required me to answer 'Are you born in the month of May/Jun/July/August?'.What's that got to do with the position?First time in my 20 years working as a Human Resource specialist I had this question asked during my application.”

*from the web

#Interviews #candidate experience #informedecisions

INTERVIEW MYTHS BUSTED- SHOULD AN INTERVIEW BE A CONVERSATION?

INTERVIEW HORROR STORY

“A few years ago I interviewed for an HR position with a company ironically known for their good customer service. It was a training & development role at a large distribution center. I had a lengthy (1 hour) phone screen; then a 30-minute phone screen; 5 HOURS of interviews on-site with multiple people at the site. The interviews were back to back with a 10 or 15 break in between and no break for lunch. By the end, I was exhausted and starving!

Then the recruiter called me the next day and asked if I could do a phone interview with 2 people who weren’t able to be at the on-site gauntlet.

I did not get an offer. I knew I wouldn’t when the people on site kept saying they like to promote from within. At that point, I decided to just use the interviews as practice and I was morbidly curious how far they would take it. Very frustrating.”

*from the web

#Interviews #candidate experience #informedecisions

DO YOU AGREE WITH THIS RECRUITER’S INTERVIEW PRACTICE? INFORMED DECISIONS TAKE

Thanks to everyone who participated in our survey.

Here is a short reminder for the recruiter’s practice and our take on it.

“I work as a recruiter. I always call a candidate 20 minutes before an interview, put an Indian accent and pretend to be from a Mumbai call centre asking about a car accident. Have rejected so many people from jobs because they get so angry at me”.

Informed Decisions take:

This practice is WRONG in so many ways, here are our top 3:

  1. It’s deceitful - What does it say about the values of the organization/recruiter that uses dishonest techniques to asses their candidates?
  2. Not necessarily indicative of the candidate’s character - Let’s say you called a candidate and they got mad at you - does it necessarily mean that they are bad people? what are the alternative explanations? (Might be stressed out before the interview, might think that someone is messing with them). What about those candidates that were patient and nice? does it necessarily say that they always behave like this? or could it be that you caught them on a good day?
  3. What does this say about the recruiter’s ability to assess the candidate on the actual interview? - Interviewing is hard. Candidates put their best faces on and manage impression. But it’s the interviewer's job to ask good and relevant questions and dig deeper to unveil the candidate’s skills and character during the interview.

#interviews #candidatexperience #informedecisions

DO YOU HAVE ANY QUESTIONS FOR US?

#Interviews #informedecisions

interview questions