Interview Horror Story

Source: Reddit

#interviews #candidateexperience #informedecisions

Mine is W for WTF?!?

interview questions

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WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.3

Sticking to the status quo.

Somewhere along the line, someone made a call that conducting, let's say, 10 interviews was the way to go when hiring a developer. Everyone got on board, and this practice stuck around even if the person who initiated it is no longer with the company. It's like an outdated tradition that just won't let go, and it's high time we reevaluate and break free from it.



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IS YOUR COMPANY INTERVIEWING ENDLESSLY?

Check out my new article on @hr daily advisor on why companies conduct endless rounds of interviews and how to tell when it's time to rain down on the interview parade.

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INTERVIEW HORROR STORY

Source: the web

#interviews #candidateexperience #informedecisions

A PROPER INTERVIEW INFRASTRUCTURE IS ESSENTIAL FOR GREAT HIRING

Sometimes, others say it better than we, and leave us nothing to do but quote them.

Thank you @Dr. John Sullivan for hitting the nail on it's head, and so accurately describing exactly what we do:)

"46% of hires fail, and Google found interviews can have a lower predictive value than a coin flip. Also, research by Gallup found that “Companies fail to choose the candidate with the right talent for the job 82% of the time.” In my experience, you can fairly blame the common hiring interview for many of these hiring failures.

Interviews are the most dominant and, at the same time, the most flawed candidate assessment tool. The most common interview flaws that should be documented range from untrained interviewers, illegal questions, not keeping track of interviewer scores, and an interview process that has no built-in process for continuous improvement.

Moreover, everyone knows that without adequate documentation, you can’t continually improve using failure analysis to determine the root causes of most interview failures. Both statistical correlations and AI are ineffective without documenting data covering what specific factors accurately predicted the new-hire’s on-the-job performance.

Unfortunately, very few interview processes, whether in corporate or small businesses, keep more than the most basic documentation and data after the candidate starts the job. Without that documentation in important areas like the scores given by each interviewer, the questions asked, and the answers provided. No one will be able to go back and find the flaws that occurred. And then fix them for upcoming interviews.

In this brief article, I am highlighting the many areas where hiring interviews should be better documented and why it’s necessary."

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WHEN REJECTIONS GET REJECTED

candidate experience

Source: the web

#informedecisions #interviews #candidateexperience

INTERVIEW HORROR STORY

"Disappointing recruitment experience 😞
This week I experienced something that upset me a lot. I was contacted on LinkedIn by a recruiter from a well-known company that I wanted to work for for a long time. In the message she sent me there was a link to choose a slot for the call.
After I chose a slot, I received a link to a home assignment without anyone speaking with me, without knowing if I even wanted or was suitable for the job.
I wrote to the recruiter that I would like to talk by phone first to check mutual compatibility.
We talked for a few minutes, and I really felt like she was doing me a favor by even talking to me. She told me the home assignment should take "only a few hours, "no more than half a day".
I'm an experienced developer, and I worked for two whole days!
I am frustrated and very angry with myself. But I'm not giving up. I wish the managers who recruit, to be human beings. You might work for a reputable company, and candidates are standing in line, but humane treatment is fundamental."

Source: Facebook

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

Interview Questions

Welcome to our 3rd post in this series.

Today we will discuss how can you learn about the candidate’s growth mindset based on their questions in an interview.

Growth mindset is the perception of oneself as a developing entity (vs. a fixed one). The definition of growth mindset usually encapsulates a motivation to grow and develop as a person and as a professional, openness to feedback and learning from others, and introspectiveness.

Questions indicating high growth mindset:

  1. Questions about growth and development opportunities within the role/company.
  2. Asking for feedback about their performance in the interview process.
  3. Asking about the things they will have to learn in order to be successful at the job.

Questions indicating low growth mindset:

  1. Questions that are focused only on the technicalities of the job and on the “here and now” (working hours and conditions for example).
  2. When asking about future development their focus is more on status/seniority and less on broadening their skills/knowledge.
  3. Not presenting any questions while being confident that they know all they need to know.

#interviews #informedecisions #skillsbasedhiring

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