The traditional interview format has been under scrutiny in recent years, and even more so this week as the story of a demeaning job interview in the UK went viral.
The CEO of a web applications company has publicly apologised for the distress his behaviour caused an interview candidate.
The candidate claims she was criticised for her posture and demeanour over a two-hour session, was asked intrusive questions about her parents’ relationship and was told she was an “under-achiever”.
The company’s response? It was described as “a robust, multi-stage interview, which included simulating challenging, work-based scenarios, designed to help identify the best candidate for the role. This particular candidate excelled during the interview and responded positively to the feedback.”
While this example is an extreme case showing the lengths some companies go to in order to find the right candidate, it’s not surprising that some are pushing the boundaries to get the results they want.
The formal interview process is still the most popular way for companies to recruit new staff members, but the evidence suggests that there are many flaws in this method of discovering how a potential employee might perform in the future.
Today, we’re asking what you think is the best way to go about hiring new staff members. Do you still believe in the power of the traditional interview or is a job audition a better way to see how they perform? Cast your vote below and feel free to share your thoughts in the comments.