Effective and Ineffective Interviews
Once again as stated in a previous blog posting, I have had many jobs which means I have a lot of interview experience. One of the most ineffective interviews was at Toyota of Corvallis for a position as a lot attendant. First of all, an indication of an ineffective interview was that the position I came to interview for was not the job that they intended on providing. I came with experience as a valet driver which means that I was good at managing many cars at once, keeping them parked/staged and ready to go when needed. That was not the case here, the assistant manager had indicated that the lot attendant position was filled already and they needed me as a car service washer/detailer. Then me still interested in the position because I was in desperate need of a job. They continued the ineffectiveness of telling everything wrong with the job and questioning me if I was still interested in the position as the statements about the position progressively got worst. This transparency could feel like an advantage but the interview can’t be considered effective at all. The interview was unstructured with no clear indication of whether I would be good at the position, it was more than they needed any workforce that they could get with negligence of a scoring procedure. One way they could have made it a very effective interview would have been if they used the hypothetical scenarios that have happened and asked me how I would handle or approach these scenarios. That would provide the interviewer with a measurable personality and give them a clear indication of my skills and ability.