The future of job interviews

Innovation may be the most overused word of the recent years. But it certainly grasps the essence of the phenomenon which is a driving force for today’s business: a need to improve things. Companies wanting to attract talent are increasingly using innovative interviewing techniques.

It is because the old formula with the same questions asked all over again (we wrote about it here: http://bit.ly/2BthTy7) sometimes proves to be no longer useful.

And if you are in the middle of a job hunting process (or thinking about diving into one) it is highly advisable that you become familiar with new trends and tools in order to be prepared.

The article called Job Interviews Have Become Predictable and Ineffective – Here Are 10 Ways to Change That perfectly summarizes all you need to know about the topic.

Here are some new interview techniques, most important from the candidate’s point of view:

  • video interviews: it may sound obvious to you and we all know at least one benefit of it: no need to physically show up to an interview! But remember one additional benefit of it: sometimes video interviews are recorded so there is no doubt if illegal questions (see our article: http://bit.ly/2nalYCb) were asked or not
  • real problem to solve instead of asking “standard” questions: a candidate may polish their ability to answer standard interview questions to perfection, but what if “smooth talk” is of no use when it comes to the actual job? In order to screen out inadequate candidates recruiters are more and more using “whiteboard tests” in which applicants are asked to solve a job-specific problem on a whiteboard and then their thinking process and solutions they applied are assessed
  • AI assessments: although it may sound like taken straight from a Sci-Fi movie, job interviews conducted by artificial intelligence are already happening. Technology is able to grasp things unavailable for the human eye, e.g.: subtle facial expressions or changes in voice tone. This way AI can compare your answers to interview questions to those of previous successful hires and determine your success rate in an organization with significant accuracy

Why do employers do that? Even at a board level?

In no particular order some of the reasons:

  • data driven interview process, instead of relying on intuition/experience only
  • minimizing unconscious bias
  • improving candidate experience
  • testing advanced skills such as rapid learning, strategic thinking, innovation etc.
  • measuring quality of hire by establishing what top performers have in common and looking for that specific qualities in a candidate

We’ve had board-level clients experience a combination of video interviews and AI assessment in the form of prerecorded interview questions. The way this works: the candidate is scheduled for an interview – sometimes already by AI like Andrew or Amy from www.x.ai. The candidate opens their dedicated link at a certain time and answers prerecorded questions by recording their own. The recording is then analyzed, i.a. by AI. Welcome to the future!

Are you not sure how to deal with these or similar interview practices? Feel free to talk confidentially about it with one of our Career Angels during a free 45-min career consultation. You’ll speak to a real person… not a robot ;) To schedule one, send an email to Bichl.Sandra@CareerAngels.eu or simply click here.

Leave a Reply

Your email address will not be published.

*