Reasons our Interview Process fails Us

  • Created Date03 Apr, 2018
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With the advancement in technology and millennials working expectations, the traditional interviews are falling apart its time viability. We have abundant candidate information before even asking them to come for an interview in our office and still we ask the very general questions to start with, the answers to most of them are mentioned in the resume or in the job description that we shared already. It is not necessary that the interview processes that look attractive and charismatic would prove better in hiring and selection process, however, there are some reasons that the traditional interview processes are not giving the desired results anymore.

There are many factors on which these interviews are failing the hiring and selection process and the HR professionals. If we can overcome the results we face in routine after finalizing the candidate, we may save a good amount of cost for the organization’s hiring and selection process.

Soft Skills: Most of the times, when we ask questions to the candidates in a traditional way of interview, it is not always possible to evaluate them on various soft skills apart from communication skills, negotiation, or a few more. Considering new aspects of the candidate selection process, it would be better to plan a candidate’s audition in place of an interview. It is possible for the training and development team of an organization to develop required skills but enhancing soft skills would not be that easy.

Know more about weaknesses: We have a very typical question to ask in the traditional type of interviews about the strengths and weaknesses. It is even mentioned in most of the resumes and the candidates are well prepared for the answers they want to give. I even try to ask examples to support their strengths and weaknesses, few get trapped but few have those answers too. Hence, it is not always possible to assess the weaknesses of a candidate when we keep asking questions more in the form of investigation. The HR professionals should focus on the tasks or simulation situations where they can assess the real persona of the candidate.

Interviewer Bias: This is one of the biggest drawbacks of having traditional interviews when the deciding authority may have known or unknown bias criterion for the hiring and selection process. The recruiter may have few inbuilt notes about the perfect candidate that can be biased in the form of gender, qualification, location, or any other that can restrict him to select the best candidate that may suit the open position. Even I have faced a similar instance many a time where the reason for rejecting candidate included women employee, recently married or pregnancy issue, aged for the role, and even MBA from a particular institute that had a different perspective in recruiter’s mind.

Lengthy Process: Our traditional hiring and selection process is too long where the candidates need to go through the similar kind of interviews and questions many times. This process takes time, energy and financial resources to complete the screening of every candidate. Recently during a talk with few other HR professionals, the best resolution to the problem is to record the interviews can help for the follow-up rounds so that there are no questions repeated.

What to ask: Not all the recruiters or HR professionals are capable of taking interviews in the way these should be performed. It is extremely important to ask right questions to assess better about the personality of the candidate as well as the skill set they would take to the organization. It is important to know what exactly to ask to assess all the qualities we are looking for.

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