LinkedIn’s Global Recruiting Trends 2018 report shows how traditional interview questions can often fall flat. Have you ever been asked some crazy question like “How many golf balls can you fit on a jet?” or “If you were an animal, what animal would you be?” What exactly does an interviewer hope to achieve from asking questions like this?
LinkedIn interviewed children to see how they’d answer some typical interview questions, and the answers for some are quite perfect:
At least they are honest. To see the full video, click here.
The report shows the areas where traditional interviews tend to fail:
- Assessing candidate soft skills – 63%
- Understanding candidate weaknesses – 57%
- Bias of interviewers – 42%
- Too long of a process – 36%
- Not knowing best questions to ask – 18%
While traditional interviews are important, there are other techniques that can be added in to improve your candidate analysis and result in better hires:
Online soft skills assessments – Using a validated assessment system can help identify strengths and weakness in soft skills, which can be harder to identify simply based on a resume or interview questions.
Job auditions – Some organization utilize job auditions, which pay a candidate to do real work so that they can directly observe their skills in the real world and how they handle situations. Keep in mind, candidates must be paid for a job audition.
Casual interviews – A casual interview, for example, over dinner can help you to get to know the person’s character a little better. You’ll see how they act in a real social situation. The less formal setting can also help reduce nerves that can mask someone’s normal personality.
Virtual reality – Simulated 3-D environments can be used to test candidate’s skills in a standardized way.
Video interviews – Many organizations now utilize video interviews, which can immensely reduce interview time by creating efficiencies in the process. Video interviews work better when it’s with a live interviewer rather than a candidate simply recording answers to questions.
Additional ASE Resources
Pre-employment Assessment Services – ASE offers many options for non-biased employee assessment that can access culture fit, behavioral skills, and more. For more information please contact Mike Burns.
Webinar – Applications and Advantages of Assessments in the Workplace – ASE will host a webinar with Jim McKelvey from Great Lakes Profiles, Inc., an ASE partner, on utilizing assessments in the workplace on Tuesday, November 5th from 1:00-2:00 PM. Learn more and register here.
Polaris Interview Management System - ASE has partnered with Polaris Assessment Systems, Inc. to provide The Polaris Interview Management System (PIMS), an integrated, customizable interview suite that enables organizations to create, support, and facilitate standardization in their interview practices. PIMS currently contains more than 700 structured interview questions with associated probing questions to assist interviewers in identifying a candidate’s suitability for the job. Question styles include behavioral, hypothetical, and immersion. For more information please contact Mike Burns.
Source: LinkedIn