Why is this important?
When organizations are hiring to retain top talent there are strategies to help create a more fair process in hiring and overall company performance. Effective interviews should be structured and observe the interviewee’s skills and experience. Interviews can also be ineffective when there is no structure, and biases are present.
My Personal Experience
This last spring I had the opportunity to interview with Enterprise Mobility for the Management Trainee Intern position, this was my first time experiencing a structured corporate hiring process. I believed that the interview process was for the most part structured and they asked me a lot of questions about problem solving and leadership experience. It felt that they valued my past experiences and what I got out of them, they seemed to be determining my qualifications through validity in this interview process. I found that it was effective during my interview that they used a high-utility approach when I would answer questions about my leadership skills to measure my job performance and seeing if I was the right fit for the position, this also helped me to understand what they were looking for.
Reflecting on my interview process with Enterprise Mobility, I would say they had a lot of strengths during the interview process but I could also see some room for improvement. I believe that there could have been more feedback for me during and after the interview. I felt that having two interviews decreased the utility because it created a longer hiring process that felt delayed.
Takeaways
Overall, Enterprise Mobility’s interview process was effective through validity and utility but I believe that providing more feedback and a less spread out interview process could provide more engagement for interviewee’s.
Sources used:
https://hbr.org/1964/01/strategies-of-effective-interviewing