Job Interviews Don’t Work - Deepstash

Bite‑sized knowledge

to upgrade

your career

Ideas from books, articles & podcasts.

published 10 ideas

Job Interviews Don’t Work

fs.blog

Subjective Evaluation In Interviews

On the employer’s side, the entire job interview process is subjective, from the shortlisting of applications to the screening phone call, and finally when the candidate is at the door.

Candidates are hired on gut instinct and those who had a good connection during the short call ...

2

STASHED IN:

136

  • Usually, a typical job interview has the employer(s) sit in a room (or a video conference software) and make them answer unstructured questions, gauging their ability to charm them, and appear as the right fit by feeling like ‘one of the gang’. The candidate is selected or rejected base...

3

STASHED IN:

141

In an ideal world, the competence of a person should get him or her the job. In reality, bias gets in the way and is normally related to age, gender, race, appearance and even social class.

Another common mistake is to hire someone who is well-liked by the interviewer due to them...

2

STASHED IN:

133

Invisible, unconscious biases dominate an interview process.

Attractive people tend to look more smart and qualified than they are. Tall people command more respect and those with deep voices appear trustworthy.

STASHED IN:

141

Some biases from the interviewer are implicit, and the candidates are not allowed to display their expertise and eventually are bracketed as ‘rejects’.

This is due to the fact that the judgement has been made and also confirmed by the interviewer and now there is no reason to question the...

STASHED IN:

125

A job interview process expects the candidate to summarize his entire profile and prove his fitment for the job in a few minutes. This indirectly facilitates lying, deception, exaggeration and hiding of facts from the candidate.

Candidates take credit for things they haven’t done, tailor t...

2

STASHED IN:

130

This is a logical fallacy that associates people’s behaviour in one area with other situations and circumstances. The interviewer can correlate a behavioural trait as a visible outcome of certain innate characteristics.

Judging the candidate and selecting or rejecting th...

STASHED IN:

124

Experience is not a guarantee of expertise.

Interviewers tend to associate a knowledgeable candidate having loads of experience with competency. In reality, there are many factors involved in learning from past experience, and the one having less experience are not incomp...

STASHED IN:

130

  • A structured interview focused on weeding out the distractions and noise and revealing the competencies of the candidates is a better alternative. The questions are identical and are asked in the same manner to all candidates and there is no unconscious judgement introduce...

STASHED IN:

133

Blind auditions can work in some sectors to measure competency and minimize any personal bias. Interviews showcase their work without providing any personal information like age, race or gender.

This makes the interview hire on merit and not due to their own likeness.

STASHED IN:

128

0 Comments

Discover and save more ideas by creating a

FREE

Deepstash account.

Develop a

reading habit

, save

time

and create an amazing

knowledge library

.

GET THE APP: