The wrong criteria - Deepstash

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Job Interviews Are Broken. There's a Way to Fix Them.

The wrong criteria

Some managers favor candidates who went to the same school. There's also evidence that African-American sounding names, birthmarks, being pregnant, and being overweight puts candidates at a disadvantage.

To overcome this bias, identify the key skills and values in advance, then create a standard set of behavioral and situational questions to ask every candidate. Doing this can triple the manager's accuracy in predicting job performance.

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SIMILAR ARTICLES & IDEAS:

What you should not say
  • Starting with something personal like family or hobbies, or launching into your life story.
  • Sharing the problems with your current job.
  • Summarizing your resume, point-by-point....
Craft an elevator pitch
  • Spend some time reviewing the job description in the recruitment ad for the position and research the company.
  • Prepare a short script that highlights the skills, strengths and expertise you have that make you especially qualified for this particular position. 
  • Explain the reasons you’re applying for this particular job. Focus on career-related motivations.
Your purpose to the question

Your purpose to the question "tell me about yourself" is to give just enough details of yourself to spark the interest of the interviewer.

Answering this question gives you a great opportunity to spotlight the skills and experience that make you the ideal candidate for the job.

Subjective Evaluation In Interviews
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.

The Interview Performance
  • 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 based on how good he ‘performed’ on the interview day.
  • Charisma can also be faked during an interview process, and the interviewer can be duped into hiring a wrong candidate who was able to manufacture charm and likeability to get selected. This makes hiring based on what is portrayed by the candidate to be inherently flawed.
Discrimination And Bias in Interviews

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 being similar. This eventually narrows down the range of skill sets and diversity of thinking in the workplace.

Standing out
Standing out

Despite the high unemployment rates during the pandemic, companies are still hiring. According to the Bureau of Labor Statistics, companies employed 5.2 million people in April.

The differe...

A resume that stands out

A resume that stands out has been tailored specifically to each job and company you're pursuing.

If you have a job description, rewrite your resume to ensure you're highlighting the necessary skills and achievements the hiring manager is seeking. Use your keywords to write a story of why you're the best candidate for the job.

Show your impact areas

Hiring managers want to see that you can make a positive difference. That means you have to do your homework. Consider how the needs of the company intersect with your greatest wins and be prepared to talk about them.

Make it easy for them to understand what you can do for the team.