I’ve often thought about the value of in-person interviews. How could you possibly get to know someone in 45-minutes, an hour, even a few hours? How could you make a judgment about a person you’ve spent so little time with?
Your new hire is a person you will be working with day-in-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 is a myriad of resources for candidates to prepare for interviews. Preparing for an interview takes a lot more than Googling a list of 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 his or her 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 work out whether or not to hire you.
Here are three ways to improve the validity 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, conduct a performance test.
- Structured vs Unstructured Interviews.
You can evaluate candidates in the most objective and fair way. This approach will help you find and hire your ideal job candidate and make your recruiting efforts more effective and successful.
- Testing and other assessments tools are critical tools in helping to predict job performance.
Wherever you can, test the candidate. Something as simple as an intelligence test, or ideally, a test 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 in itself.
So, what does the future of the In-Person interview look like? Will the programmers in Artificial Intelligence (AI) develop an Algorithm delivered by a robot in the office lobby predict the next perfect hire without an in-person interview? Not likely, not any time soon anyway. Besides, with that kind of interview, the candidate may decide to drop out of the process. 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?