Throughout the years, job interviews have taken different forms, particularly as technology has evolved but companies often don’t use them for their intended purpose.
You won’t get a job today without steering through some sort of interview process, whether it be in front of panellists in a boardroom or over the phone. It’s a process that most candidates have accepted and have also probably spent a lot of time preparing for it.
As we start to see some companies adopt unusual hiring practices and others rely on outdated methods that result in bias, there is no consensus (but many opinions) on what businesses need to do to make their hiring processes effective.
Many of these methods were developed with a sound goal in mind, but companies often don’t use them for their intended purpose. Here are five of those interview practices.
Behavioral questions
Most people who have interviewed for a job have probably been asked some version of “tell me about a time when . . . ” This is what’s known in the HR world as a “behavioral question.” According to the Society Of Human Resources Management, these kinds of questions are based on the assumption that a candidate’s past performance or experiences can predict their future behavior and performance.
Source: The Economic Times
