How many of us remember anticipating the same questions in every job interview we went to, back in the day? A personal favorite, “Where do you plan to be in 5 years?”, cropped up in virtually every job interview that anyone ever attended for decades.
C’mon. You know it’s true!
Then came the Behavior-based Interview. An interesting strategy, but one which often saw interviewees coiled like box springs, trying to get it right. The BBI never really accomplished what it set out to, for that reason.
But there are so many things we miss when we stick to the well-trodden path of the traditional interview. When we rely on a formulaic approach to finding out who the person we’re interviewing is, we’ve missed an opportunity to understand that person and what they bring to the table on a deeper level.
So, this post is about ways to reinvent the traditional job interview. Let’s find out more.
LinkedIn Global Recruiting Trends Report 2017
This report identified some key trends in recruitment and ways that employers weren’t acknowledging them in the interview process.
Trends like diversity in the workforce and a globalized outlook, innovative methods for identifying star talent and data and artificial intelligence were all cited as trends which should be informing recruitment practices.
The report also found that employers were failing in 5 areas, by taking the traditional route. This methodology neglected to pinpoint candidate soft skills which point to excellence. It also neglected to spot weaknesses in candidates which could impact future performance.
A key area not addressed was bias on the part of the interviewer – a negative that’s rarely discussed. Interview processes were also deemed unnecessarily lengthy and drawn out. Finally, the wrong questions are frequently asked in interviews.
Modernizing the interview
Online assessment tools like cognitive aptitude testing allows employers to get a window on candidate problem-solving ability and critical thinking capacity.
A truly revolutionary change suggested by the LinkedIn report was the use of job “auditions”, providing an opportunity to assess the candidate in the context of the actual job and the relationships supporting it.
Casual interviews, already in play in some sectors, were suggested by the report as an improvement on the traditional formal interview. Instead of an intimidating boardroom or impersonal office, interviews over coffee or a meal give people a chance to be themselves.
Another tool to support the trend toward globalization is the video interview. In the initial recruitment phase, budget may not be available to do in-person interviews for remote applicants, so this provides a layer of engagement which is accessible. While not as effective as meeting candidates in person, it’s an option for those recruiting globally.
Another way to reinvent the traditional interview is to support your recruitment processes with an applicant tracking system that helps you select top performers. Our online tools are setting the standard with Applicant Tracking and Management that helps you find the right people.
Schedule a demonstration of our groundbreaking solutions, to bring your recruitment processes into the 21st Century.