Interview Processes

The most effective interviews I have had were based on personal connection with the interviewee. The text references behavioral and situation interview questions. I believe that situation questions that are open ended help showcase my skill better than behavioral. It also helps the interviewer see if the person is a person-job (P-J) match, a person-organization (P-O), match, or both. Another thing that creates a positive experience is transparency. Helping to clearly lay out the roles and responsibilities of a position will allow all parties involved to be fully aware of what is expected of them. Some personal experiences that were less than ideal were situations where I did not fully understand what the roles were. I just interviewed and hired on for a role I thought was going to be a project engineer, however when I received my final offer it was for an in-office estimator. When I reached out it was explained that my role was going to change based on company needs and projects. With larger companies it is harder to have connections with the HR department and questions take longer to answer. The best interviews I have had are unstructured, without fixed questions, where I get to understand the culture based on building relationships with the people I am interviewing with. However, these larger companies tend to have more hiring success because they use systematic data collections and analysis to judge candidates. This helps increase the reliability and validity of the candidates in the early rounds of interviews.