Companies commonly use external recruitment for obtaining new hires. For my construction company, their main source of employees come specifically from OSU by use of recruitment methods such as college career fairs and university talks/social events. I was able to meet them in person at one of these event 3 years ago and had an casual interview, discussing what the internship would entail along with general life and how school was going. Following was a few phone calls and then I was quickly placed onto a job site to begin work. Reviewing the lecture materials, this interview seems to fall into the category of an unstructured interview, in which no fixed questions are discussed and there is no scoring procedure. I personally prefer this type of interview, as it was less intimidating and allowed me to talk more casually with my future higher-ups.

As talked about in How to Take The Bias Out of Interviews, “Like people in most other human endeavors, hiring managers are powerfully and often unwittingly influenced by their biases.” Going into my interview, I was a bit nervous that these common biases would be involved in their decision to hire me. Being a female in construction, it can be a bit intimidating of receiving judgment, along with I had zero previous experience with anything related to the field. Luckily my hiring managers didn’t judge on any of that, and instead made comments that more women are needed in the field and wanting to help push me to learn within the industry. This stood out to me immensely, and was a large part of my decision 3 years ago to go with the company.