Our last blog entry was all
about the odd brain-teasers and confusing questions that interviewers have been
asking lately, and why. These
confounding questions tend to catch job candidates off guard and some HR
professionals and executives believe that they are crucial to showing how a
person thinks as well as breaking through a person’s “interview” façade. However, there are some companies that
are beginning to conclude that those oddball questions are not the perfect solution
to finding the right people to join their team…
At the top of this list,
surprisingly, is the head of Human Resources at Google, who stated in an
interview with the New York Times that he believes that brainteasers are a
complete waste of time. http://www.nytimes.com/2013/06/20/business/in-head-hunting-big-data-may-not-be-such-a-big-deal.html?_r=0 This came as a shock to some, as Google
has been a strong proponent of asking tricky questions. As a data-driven company, Google also
admitted that after much research they could find no actual correlation between
candidates’ interview scores and later assessments on their job performance.
For a smaller company, such
as the small to mid-sized start-ups that are clients of Elti Solutions, using
the right method to screen candidates is even more critical. In the current job market, these
companies can’t afford to quickly pass on 30% of “good candidates,” as Google now
admits to have done on a routine basis.
So what is the best
approach to take when interviewing new candidates? While there seems to be no current consensus on what to ask,
some suggestions we propose for a successful hiring strategy are:
• First, agree on well-defined “hard criteria” for the
position. Ask a few
technical questions to eliminate the non-tech-savvy candidates, but don’t
require that they be able to code on the spot. This can quickly be done by a recruiter or by a first-level
screener.
• Ask questions about past
projects and how the candidate found a solution, had to negotiate with others,
etc. Is the candidate able to
answer this clearly and tell a coherent story? Was he/she excited and genuinely interested in the project?
• Meet directly with the candidates face-to-face and you may
discover that an important skill for your company is not featured prominently
on a resume, even though the candidate may have experience in that area.
• Ask about past problems, discuss tools the candidate uses to
succeed, and check for “cultural fit.”
Some examples of this “fit” can be energy level, speed of talking,
whether they work better in a noisy or a quiet environment, etc. The best candidates will most likely
meet both the hard and soft criteria of the company.
• Note that the
Google data also shows that often a candidate’s GPA does not really matter –
companies are finding little to no correlation between grades and the ability
to perform well in a job, especially after a year at a company. A person’s attitude, motivation,
and ability to think creatively matter more in job performance.
• After meeting with the candidate in person, ask the candidate
to work on a small project, one that should take less than a day to
complete. This can highlight a
candidate’s creativity and problem-solving methods, as well as show the company
if the applicant is truly interested in the position.
So what does all this mean
for current job candidates? Will you be asked a question such as “How many golf
balls can you fit into an SUV?” or more predictable questions about your past
work experiences? There is no one
method of interviewing that is currently used at all companies, so it’s best to
prepare for either style of interview, while showing that you are interested
and curious about the company, the products, and the people.
And as for companies
looking to hire great employees, where does this information lead and which
interview style would work best for your company? In the current job market, it’s important to find an
interview style that is pleasant for both the company and the candidate while
also streamlining the process. Perhaps
a mix of the more serious screening questions outlined above, coupled with one “oddball”
question would be both efficient as well as illuminating.
And for both sides – don’t
make any assumptions before you actually meet!
Please let us know what you
think about which interview style works best!
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