On Linkedin, there was this post by Robert Sweeney that went viral recently
There was this candidate – Daniel Buchmueller whom he interviewed for a job at Netflix. After a 60 minute interview he was on the fence, so he concluded that the candidate “wasn’t senior enough.”
Daniel went to Amazon instead where he co-founded Amazon Prime Air (their drone delivery service) and was #2 on Fast Company’s “Most Creative People” list.
So can we judge someone’s programmers technical abilities in a 60 min interview.?? Often not. And we miss out on engineers like Daniel.
This is the classic interviewer’s dilemma.
What we said above for programmers holds good for every functional disciplines
A finance professional, say a CA/CMA, who, is in some cases, not so gifted with Queen’s language , may be an exceptional functional resources, especially in a factory setting, a sales office etc. But he/she loses the interview battles
Most managers ask questions like
“Tell me the story of you, but the thing you can’t say is anything that’s on your résumé”
“Why should I hire you?” and
“What are your strengths and weaknesses?”
And then base their hiring decisions on a hunch.
The traditional interview is a process often in favour of glob talkers, who can take you through their resumes in impressive monologues, who can give you canned answers; responses that they have rehearsed over and over again. They are akin to actors who have memorized lines. And they often win.
According to Ron Friedman, award-winning social psychologist and the author of The Best Place to Work, 81 percent of people lie during the interview.
So, we end up hiring candidates that are good at interviewing, but not necessarily good at doing the job
And that can be a real disaster
What do you think? And what do you reckon is the solution?
Job auditions, behavioral interviews, predictive hiring technology, usage of Virtual Reality for assessment ? Have you tried these? What have been your experiences?