Yes, job interviews have been a tradition for well over a century. But we now live in a world where many new developments threaten the accuracy of interviews by transforming them into more like a version of liar’s poker. For example, candidates can now easily identify their likely interview questions and even the appropriate answers in advance, using the Internet. And, it is rare, for a candidate these days not to thoroughly practice their interviews over and over on their mobile phone camera. As a result, interview assessments are now often over prepared to the point that they are tainted, and they don’t accurately predict on-the-job success.
If you are familiar with the topic of autism and the workplace, you’ve likely noted that extensive time and energy is dedicated to the way in which an autistic job seeker can change their presentation style in effort to get hired. I was recently contacted by a job candidate on the autism spectrum who wrote:
Ghosting is an emerging issue in recruiting and has now been rated as the No. 1 challenge by nearly 6 percent of employers (Source: LinkedIn). Ninety-five percent of recruiters say they have experienced “candidate ghosting” (Source: iHire). This ghosting problem is likely to get worse because 40 percent of candidates now believe it’s reasonable to ghost firms. And a whopping 28 percent of workers have backed out of an offer after initially saying yes.
Contrary to popular belief, millennials are more than just selfies and what’s-in-it-for-me. They are also among the most tech-savvy, agile, and socially conscious workers in the workforce today. Fair or not, the reputation they’ve built up has recruiters and hiring managers stumped when it comes to handling them.
I’m not your typical writer for this website, in that I’m an employee, not a recruiter. Sometimes, however, it can be good to consider your practices from our target’s perspective. So let me tell you a little something about myself: On a scale of 1-30, I’m about an 18. But that’s before you factor in things like my level of “fame” or “social class.” Those qualities could earn others as much as 10 points. I’m pretty sure I’d only rack up two or three.
We all love to hear ourselves talk, and we appreciate when others listen to us. In interviews, we can use this to our advantage by asking better questions. These questions swiftly help us spot and avoid bad hires while also improving candidate experience and engagement.
Recently an article written by Jessica Liebman,of Business Insider went viral and attracted a lot of attention. Liebman said there was one thing that proved to be a valid predictor for hiring. That was whether the candidate has sent her a thank-you note or not. The article created such a flurry was because this was obviously an external factor to the hiring process itself and had nothing to do with direct skills for the role. One can of course argue that sending a thank-you note correlates with many important candidate characteristics such as motivation, communication, and interest in the role. What could be possible wrong with that?
It has been said of some salespeople that you can easily spot when they’re lying — their lips are moving. Salespeople aren’t the only ones giving lip service to the truth. Job interviews are frequently built on one or more lies.