At this point in my life, I have been through my fair share of interviews. I have also watched how interviewing has changed over the years, especially with the rise of technology. In person interviews are still common, but virtual interviews are now just as normal, and in some cases, candidates may not speak to a real person at all during the early stages.
At my current job, my first interview was a recorded video interview where I answered a series of questions on my own. I did not interact directly with another person, which felt very impersonal at first. Although I ended up loving the job, that initial experience was uncomfortable because there was no feedback or opportunity for real conversation. Later in the process, I did have an in person interview, and that experience felt much more natural. Being able to ask questions and interact face to face gave me a better sense of the company and the people I would be working with. Looking back, that interview was more effective because it allowed for me to judge if I would be a good fit for the company.
We also discussed personality tests in class, and I am not in favor of using them as a major hiring tool. Personality tests can eliminate qualified applicants based on results that do not always reflect how someone will actually perform on the job. Many people feel pressure while taking these tests, which can affect the accuracy of the results. According to Tilson HR, there is no single personality type that perfectly matches a specific job, which makes these tests less valid when used on their own.
If I could give advice to employers, I would suggest focusing more on structured interviews that allow for real conversation and follow up questions. Personality tests and one way interviews may save time, but they should be used carefully and only as supporting tools. In my opinion, genuine interactions in person lead to better hiring decisions and a better experience for candidates.
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