Things that have made my past interviews effective would be when the interviewer makes it feel less formal and more like a conversation. This method of being interviewed really helped calm my nerves and let me be more myself instead of a nervous person interviewing in front of the VP of the building I was applying to. I really appreciated this approach because it ended up being one of the best interviews I had ever completed and I eneded up getting the position. I have had interviews that went well in a more formal approach but I wasn’t able to fully be myself and answer how I typically would because I thought every answer had to be the best thing they ever heard. Taking the pressure off by removing the formality and instead focusing on the candidate, their abilities, and how they can learn going forward is more beneficial to the recruiter and the candidate.
After reading The Perfect Hire in this week’s readings, I also thought it would be beneficial to rely more on personality tests due to studies showing “personality tests are better indicators for career success than letters of recommendations, interviews, and educational credentials.” Having the ability to know someone’s personality gives you a better insight into the potential they can generate and contribute in the long term, and in my opinion, is far better than what you gather from two to three rounds of interviews for a position. It makes it a gamble for the recruiter, having to pick through 3-5, if not more, candidates, all based on a few rounds of 30-minute interviews. I personally think this traditional method of hiring is outdated and is not meant to hire the best available candidates. Recruiters should get to know candidates on a more personal level with these personality tests to get a deeper understanding of what they could be capable of in the long term.