Last year I applied for a job and the “interview” ended up being a fast phone chat with one individual. It was only around ten minutes long, and to be honest, it didn’t feel particularly structured or professional. The caller didn’t describe the role in any detail, and most of the inquiries were just basic facts about me, such as where I’ve worked before, what I’m studying, and when I could start. It didn’t seem to be very helpful for either side because there weren’t any regular, job-related questions that truly assessed the abilities required for the role.
Looking at it via the ideas of reliability, validity, and utility, the interview had some evident difficulties. It wasn’t very trustworthy because it appeared like the process hinged totally on whoever happened to make the call and what they felt like asking that day. It also didn’t appear very valid because the questions didn’t connect to the actual tasks of the job nothing about handling practical work circumstances, problem-solving, or teamwork. Additionally, its utility was low due to its briefness and generality. I don’t think the employer had strong information to make a solid hiring decision.
I would advise that employer to have a more strategic approach to hiring if I could. To ensure that candidates are assessed fairly and consistently, they should specify exactly what they are looking for, use a uniform set of questions for each application, and gauge responses using a straightforward rubric. That would also save time and money by decreasing confusion and enhancing decision-making. Additionally, I would advise them to carefully consider their recruitment approach, considering whether external hiring might bring in fresh perspectives and greater diversity or whether internal hiring makes sense for quick fit and cheaper cost. Lastly, in order to maintain compliance, it’s critical to maintain accurate records and adhere to the correct protocols for recording recruitment activities and job advertisements, even for brief phone interviews.
I learned from that phone call how important structure is since, in the absence of it, the interview felt more like a casual check-in than a formal hiring procedure.