*Source: the web

*Picture source: the web.

#interviews #informedecisions

“I once had a panel interview and one of the interviewers asked me “if you could be a candy bar, what kind would you be?”

Then another interviewer said “You don’t have to answer that! What kind of question is that!?!””

*From the web

Thanks to all participants (link to survey results in 1st comment).

So, should you ask your candidates about their color preferences.
The answer is NO.

Here is why:

1. Not predictive - there is no scientific proof that color preferences predict job performance.

2. Candidate experience - let’s say that color preferences were predictive of job performance, Is it worth the poor candidate experience? imagine a candidate for a sales, customer service, analytics or practically any other position encountering these questions in their assessment - what probably goes through their heads is: why are they asking me this? how is this actually related to the job I’m supposed to do.

3. Fairness - some people are just color blind.

*Picture source: Dexter Morgan, Serial Cat

Thanks to all participants of our recent survey (link in the first comment).

So, does a positive impression of a candidate based on their resume and test results justifies asking them less questions?

Our answer to this is a BIG NO NO.

Here is why:

1. Confirmation bias: If you cut candidates slack based on a positive first impression, you may end up confirming your initial impression instead of gathering more information that could disprove it.

2. Fairness: This approach is unfair to other candidates who will have to go through a more rigorous interview process.

3. Diversity: Resumes and pre-screening tests can be biased against diverse populations, as diverse candidates may not have the same credentials as non-diverse candidates and pre-screening assessments may not be culturally adapted.

Adopting structured, skills-based interviews helps level the playing field for all candidates.

In this post series we will share one skill at each post that you can learn about from candidates’ questions on an interview.

The first skill we will discuss is thoroughness/preparedness - how well did the candidate prepare for the interview and studied your company and the position.

Questions indicating high thoroughness/preparedness:

1. Can you tell me more about X component of the position/company culture?

2. Questions about a recent change/win/loss the company underwent and how do they affect the company/position?

3. Asking about specific roles/responsibilities OR going into detail about the company’s product/service.

Questions indicating low thoroughness/preparedness:

1. Asking very basic questions about the position/company (main responsibilities, work model and other things that are usually clearly stated in the job description).

2. Asking questions that indicate that the candidate does not know who is interviewing them (for example: ask a recruiter about the professional aspects of the job).

3. Having no questions at all - anyone that does a basic search on google regarding how to prepare for an interview knows that you are expected to ask questions.

WHAT IS “BRIEFER” A 50 QUESTIONS APPLICATION OR A 14 HOURS WORK DAY?

*picture source: the web