Have you ever gone through an interview and left thinking “what just happened?” I felt confused leaving the speed-dating type of interview I had had. Prior to the interview, I had believed myself to be a decent candidate for the position with the education and a bit of field knowledge to back me up. However, once I left the interview, I felt like I should question my decision to apply in the first place.
I’ve participated in my share of interviews, but none have deterred me quite as much as that one. Normally, I’ve found interviews to be structured, provide a certain amount of time, and leave room for any questions at the end. The number of interviewers has ranged from one to six and the questions have been preplanned. I’ve applied to positions that only required a resume and others that needed supporting documents as well as supplemental questions. Few interviews have asked me to complete a task-based test.
These structured interviews provide a reliable environment where both the interviewer and interviewee stay on task and answers provided are more realistically scored against other interviews. The content of the structured questions helps to establish the validity of the applicant to be able to perform in the position. Interviewers are also less likely to ask leading or inappropriate questions.
The interview that made me question whether I was meant to apply for the job was quite the opposite of a structured and well-established goal interview. This interview was in short, a group of interviewees who moved in a circle around the room to various (20 or so) interviewers. Essentially speed dating. The questions were not written down and each interviewer had their own questions, which could change per interviewee. Unfortunately, some of the questions were not appropriate to the job, some interviewers made their own comments, and there didn’t seem to be a grading system.
If I could go back to that organization and advise them on interviewing, I would start with the overall structure and redesign the interview. I would ask that they establish a more private place with a smaller panel of interviewers for an interviewee to feel secure, unrushed, and that they may make an impression. I’d express the uncertainty that I felt against the types of questions asked and explain that many did not demonstrate validity for the position. I would create a list of questions that pertained to the position and establish a reliable scoring system. Therefore, enabling the interviewers to find a suitable candidates and making future decisions more efficient.
