Beyond the Cookie Cutter Interviews

The standard interview process, which often includes a series of predictable questions about past experiences and qualifications, is like judging a book by its cover. It provides a superficial understanding of a candidate's capabilities but fails to evaluate their potential truly.

It heavily relies on candidates' ability to present themselves in a polished and rehearsed manner. This can lead to a bias towards those who are naturally charismatic or have had previous interview experience. This can also lead to overlooking candidates who may not have the most impressive resumes but have the potential to excel in the role. The standard interview process fails to assess a candidate's problem-solving abilities, creativity, and ability to adapt to new situations, all of which are essential for success in many roles.

Why, then, do companies still use standard interview questions? There are several reasons, such as: 

Familiarity: Standard interview questions are well-known and familiar to both the interviewer and the candidate, making the interview process more comfortable and less intimidating.

Ease of comparison: By using the same set of questions for all candidates, it is easier for the interviewer to compare and evaluate the responses of different candidates.

Ease of preparation: Standard interview questions are readily available and can be found in many resources, so companies do not need to spend much time preparing for the interview.

Compliance: Some common interview questions are legal requirements, such as asking about a candidate's qualifications or ability to perform the job, so companies use them to avoid discrimination claims.

Lack of alternatives: Many companies lack the resources or expertise to develop more unconventional interview methods and rely on standard questions as a default option.

Time constraints: Standard questions are easy to ask and can be completed in a shorter time frame.

If companies want to move away from the standard interview process, here are some recommendations:

Allow candidates to showcase their skills: Instead of asking traditional questions about past experiences, allow candidates to showcase their skills by providing a project or challenge for them to complete. This will enable them to demonstrate their problem-solving abilities and creativity.

Incorporate role-playing scenarios: Use role-playing scenarios to evaluate a candidate's ability to think on their feet and react to unexpected situations. This will help the interviewer gain a better understanding of the candidate's interpersonal skills and ability to handle pressure.

Invite candidates to a team lunch or dinner: Invite candidates to a team lunch or dinner to interact with them in a more casual setting. This will allow the interviewer to assess their personality, communication skills, and ability to work with others.

Have candidates meet with current employees: Have candidates meet with current employees to get a better understanding of how they interact with others. This will help the interviewer gain insight into how the candidate would fit into the team.

Invite candidates to a hackathon: Invite candidates to a hackathon or other collaborative event to observe their problem-solving skills and ability to work with a team. This will help the interviewer better understand the candidate's technical skills and potential.

Many successful companies have been using such alternative approaches for years. This has helped them gain and retain a leading edge in the war for the right talent. It's time for others to follow suit. By allowing candidates to demonstrate their skills and evaluate their personality, companies can better understand their potential and make more informed hiring decisions.