What makes a good interview?

My experience of recruitment is largely anecdotal, I am not a professional interviewer or HR expert. My limited experience of interviewing has been as a candidate, a hiring manager, or sometimes even as a subject expert. I’d estimate that over my career my experience is approximately 8:1 in favour of being an interviewer over being an interviewee, but I have been on both sides of the table often enough to know how it feels from either perspective. 

Over the last 5 or so years the amount of effort I have put into recruitment has been considerable, especially considering it is not really meant to be a significant part of my role. I’d estimate that I have hired an average of one person ever 2 months or so.   I even like to think I am pretty good at it,  although as you will see I am probably mistaken in that opinion.

What is striking though is how much time this takes, very anecdotally I’d estimate that depending on the quality of the CVs that I receive, on average only 5% will make it through the screening and interviewing to getting an offer(probably less). But the 95% that get rejected still consume a lot of time, and of the 5% selected we don’t always get it right, and I’m pretty sure quite a few good candidates get missed. The process is far from ideal.

recruitment

But what makes for a good interview?

As a candidate I have had interviews lasting less than 15 minutes (where I was offered) and interviews spanning 3 days, for a graduate recruitment programme, and just about everything in between. I have had good experiences and bad.

Some, in fact most interviewers seem to forget that the candidate is also interviewing them, and that the candidate is deciding if they want to work with you in the same way you are assessing them – it is not a one way decision by any stretch. Such is the lack of understanding and sheer arrogance of some that I have been asked extremely obscure technical questions that provide no clear value, I have been challenged(insulted) to gauge my response, I have had panel of interviewers quick-firing questions and had interviewers who were clearly reading my CV for the first time during the interview.  Why would any good candidate have any desire to work for you after an interview like that?

I haven’t kept accurate records, and I appreciate this is anecdotal but I’d estimate I have turned down close to three job offers for every one I have accepted over my career. Now I am well aware that I am fortunate to have in-demand skills at a time when the market is booming, I have also had a lot of rejection.  Similarly, as a hiring manager I’ve had too many candidates turn down offers, or more frustrating get a better offer before we could complete the hiring process.

The hiring process is so expensive and so important I am surprised at how often it is treated in a cavalier manner.   Why oh why would you be so arrogant to treat candidates with anything less than the respect you would expect them to show you?

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