I agree that personality tests could be a benefit to the interview process. Especially when it comes to figuring out who would be a good fit with a certain co-worker that works side by side with the potential new hire that is being interviewed. I feel there has to be a balance between utilizing technologies, social media, and still having that personal connection within the interview as well. I don’t believe it is ever going to be a one size fits all type of process when it comes to interviews. It may be better for many trials and errors to occur to find the process that works best for a certain job role, organization, or simply ways people can find and figure out what is the best way to interview humans to get the necessary information out that is applicable to the job role they are needing to fill.

I’ve experienced many unstructured interviews where a lot of the time spent is “getting to know you” questions. As a manager I have also performed this type of interview in turn when it came to the job performance was not as great as I was hoping. It took more training and a lot of conversations to have better job performance from these certain individuals. I also personally feel in these interviews I don’t get to showcase what I really am good at or the job skills that I have that I could bring to the table and make me stand out from other candidates potentially.

I feel that I’ve experienced focused on reliability when it comes to the interviews I’ve experienced. I’ve had short interviews that didn’t allow any job task related conversations happen and I’d like to tell them that it is hard to express how good of a worker and person if there any many conversations that happen easily but surrounded more on the personality side of things and not the work atmosphere.

References:

Bohnet, I. (2016, April 18). How to take the bias out of interviews. Harvard Business Review. https://hbr.org/2016/04/how-to-take-the-bias-out-of-interviews