I've often thought about the value of in-person interviews. How could you get to know someone in 45 minutes, an hour, or even a few hours? How could you make a judgment about a person you've spent so little time with?
Your new hire is someone you will be working with day in and day out, possibly for years. Judgment doesn’t occur in a single moment but grows out of a process.
Interview prep has been de-mystified
Nowadays, there are many resources for candidates to prepare for interviews. Preparing for an interview takes much more than Googling common interview questions.
A weak correlation exists between interview success and job success.
Many employers today know how well someone interviews is weakly correlated with job performance. The link between an employee’s prior work experience and performance in a new organization. They found no significant correlation between the two.
Is there a better way?
They are a way for employers to assess your intelligence, skills, and personality. In other words, recruiters use test scores to determine whether to hire you.
Here are three ways to improve the value of in-person interviews:
Interviewers must first understand that interviews by themselves are inherently an imperfect way of choosing hires:
To evaluate candidates properly, an interviewer will ask questions about the applicant's experience and skills, work history, and performance, and conduct a performance test.
Structured vs Unstructured Interviews:
You can evaluate candidates objectively and fairly. This approach will help you find and hire your ideal job candidate and make your recruiting efforts more effective and successful.
Testing and other assessment tools are critical in helping predict job performance:
Wherever you can, test the candidate. It could be something as simple as an intelligence test, or ideally, one that relates specifically to the candidate's work. There are plenty of tests available for candidates applying for technical roles. However, there are so many different types and qualities of evaluations; this is another topic.
So, what does the future of the In-Person interview look like? Will the Artificial Intelligence (AI) programmers develop an Algorithm delivered by a robot in the office lobby that predicts the following perfect hire without an in-person interview? That is not likely, but it will not happen any time soon anyway. Besides, the candidate may drop out of the process with that kind of interview.
Why would a high-performing candidate want to work for someone who uses an AI Robot instead of taking the time to meet them face-to-face in the process?
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