4 Alternatives to Traditional Job Interviews You Can Use To Find Your Next Hire
July 4, 2018
We’ve all been interviewed for jobs. It’s usually a wholly nerve wracking affair. You’re sitting in front of one or more people who scrutinize you and ask you questions that you hope you have a manufactured answer to.
Or perhaps you’ve hosted job interviews to find a new employee. Even as the person making the decision, it can’t be easy, particularly when you have multiple equally qualified candidates that you have to choose between.
Traditional job interviews date back hundreds of years. From presidential candidates to personal companions, each of these positions are filled by someone asking a set of questions before making a decision based on their gut instinct. It’s how it’s always been done.
The only problem is, their gut instinct is sometimes wrong.
From presidential candidates to personal companions, each of these positions are filled by someone asking a set of questions before making a decision based on their gut instinct.
Research has proven that traditional, unstructured job interviews aren’t a clear indicator of a person’s true potential. If you’ve ever been passed over for a job you’ve probably already told your friends this. Now there’s proof to back your claims.
Despite what popular opinion suggests, hiring managers often pick candidates based on cultural traits they identify with more often. It can be anything from religion and sexual orientation to clothing preferences. This is called Homophily.
This may be discouraging news, but there are several effective alternatives to traditional, unstructured job interviews that you can use to find the most suitable candidate for the job.
Standard interviews are like a first date. Everyone is on their best behaviour and unlikely to mention their shortcomings.
Instead of asking a series of questions, it might be better to give the candidate a test to see how they would function on the job. Standard interviews are like a first date. Everyone is on their best behaviour and unlikely to mention their shortcomings. Giving the individual a timed, practical assignment will allow both of you to experience what it would be like if they were actually working in the job they’re applying for. It will also give you some insight into how they work under pressure.
This could be a highly effective option, depending on who is doing the hiring and the position you’re hoping to fill. A tech CEO recently started a ‘walk and talk’ interview process where the founder takes a walk with the candidate and has an honest conversation with them. In roles where personality is important, this is a great way to see what candidates are truly like when they let their guard down.
Internships are like an extended version of practical assignments. You can hire multiple qualified people for these internships (paid, of course!). After a period of time, it’ll be easy to identify the best candidate in the group. Selecting a new hire through internships is a long process and likely costs more money than the alternatives listed here. It’s also likely this will attract candidates fresh out of school with little experience.
Hiring a young, fresh graduate enables you to breed brand loyalty in them. Done right, you can have a valuable employee for life.
But an advantage is you can be sure you’ve hired the right person after working with them for several weeks. Additionally, hiring a young, fresh graduate enables you to breed brand loyalty in them. Done right, you can have a valuable employee for life.
Standard Structured Interviews
It may seem unlikely, but structured interviews are a more effective way of highlighting the best person for the job than the unstructured interview. Having a fixed set of questions unique to the job will allow you to judge candidates based on how close their answers are to what you need.
So even if you’d prefer to choose one candidate because they went to your college, you’ll have no choice but to pick the candidate whose ideas for your company’s success more closely match yours.
Regardless of whom you choose, you’ll need to find a way to pay them, especially if they’re a remote contractor working in the US or abroad.
As a small business, it’s likely you don’t have a lot of money to waste. So traditional banks with their slow and expensive wire transfers are definitely a terrible option for you to send money.
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