Interview techniques hit the headlines – again
Last year I wrote an article for Jobmob about ‘Tricky Interview Questions’ and was interested to read the comments made which ranged from “Thanks for highlighting the options” to “What a load of codswallop”.
Whilst the article was written for the competition being run at the time there was some substance to the tactics of recruiters and their interview techniques.
It’s a tough old world at the moment in the recruitment market and there’s two ways of looking at this.
On the one hand because it is competitive, is it right that interviewers use such interview techniques that put unnecessary pressure on candidates and ask bizarre questions like which dinosaur would you be?
Or on the other hand, because it is so competitive should candidates be prepared to answer such challenging and inane questions and demonstrate that they can handle pressure and think outside of the box, quickly?
Interview techniques vary from company to company, and HR should be doing a good job in ensuring that questions are relevant, fair and justified. All responses should be measurable and comparable. By asking extreme questions does this give one candidate a better advantage over another?
Other interview techniques that might appear unjust are:
- The dining out experience where you’re invited to a restaurant with senior decision makers and even other candidates and you have to participate, eat and drink/not drink for a long drawn out meal.
- Inviting candidates to an assessment centre and setting out a range of exercises which put undue pressure on the candidates. Using these exercises as a basis of discussion at a much later stage without giving candidates feedback.
Should recruiters be able to use extreme interview techniques?
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