2 thoughts on “Welcome to my Blog on Interview effectiveness

  1. Hello everyone,
    When I had my first interview for a job at a gym it was panel style with 3 people interviewing the 3 of us. They asked us all the same questions and everyone would answer one after another. To me this was very ineffective because the last person to answer always has to try to add to the previous person without repeating an answer. This was a very basic interview because it was for a housekeeping department, but if was for a bigger job they would have an issues because of the overlapping answers. One thing they did well in this interview was listening to our responses and having a follow up. Having back and forth in an interview can result in a more decisive decision for interviewers.

    When I interviewed for my last Internship it was far less formal. It was 1 on 1, and felt more like a conversation on what I was interested in than an interview. We talked about cars and my interest in learning some trade skills. He also asked about my interests in the company specifically how I could see my self adding to their culture. I made sure to talk about my openness to wanting to experience new things that might be difficult at first. This interview style seemed to get better responses than having a panel of interviewers asking the same questions. However we lost track of time because of lack of a structure to the interview. “Companies should rely on a structured interview that standardizes the process among candidates, eliminating much subjectivity”(Bohnet, HBR).

    Both of these interviews were effective for what they wanted to accomplished, but they aren’t universally applicable to every type of Job interview. If the panel of people were asking different questions to each of the candidates it would have let each person have a more diverse answer. My second interview was overall much better, but we might have gone off track a few times. I could have answered some of his later questions better if I had more time, so that interview should be more structured.

    “How to Take the Bias Out of Interviews.” Harvard Business Review, 18 July 2016, hbr.org/2016/04/how-to-take-the-bias-out-of-interviews.


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