Published on
updated on
Reading 2 min.
Job interviews, with their classic questions like “What are your top three qualities?” or “Why you and not someone else?”, are often seen as a routine. But a Canadian study reveals that science can optimize these interviews, dispel myths and improve outcomes for employers and candidates.
As some might say: we need a clear direction. A studyconducted by the University of Calgary and published in the journal Human Resource Management, proposes to analyze job interviews from a scientific perspective to make them more effective.
Researchers examined conversational interviews conducted by 29 experienced professional interviewers. They found that they are typically used for three main purposes: to assess candidates in a targeted manner, to make a positive impression, and to inform candidates. During interviews, some employers switched goals, while others tried to balance multiple goals simultaneously, leading to difficulties.
The study highlights the challenges employers face when trying to combine multiple goals in a single interview. For example, it can be difficult to honestly disclose difficult aspects of the job while also emphasizing the candidate’s interest in the position. To overcome these challenges, the researchers recommend several tactics.
Conduct the interview with a specific objective
Recruiters should be intentional about their recruiting goals and tailor their interviews accordingly. This may include using targeted, structured behavioral questions for assessment, building rapport for recruitment, or presenting realistic job expectations.
However, informing candidates about job details can be consistent with assessing and attracting candidates, provided employers follow a standard protocol for supporting the assessment or expressing themselves in a positive manner.
Among the myths debunked by the study, it emerges that intuition should not take precedence over a rigorous and strategic procedure. Catching candidates off guard with unexpected questions is not as effective as asking relevant and direct questions related to the position to be filled.
While some recruiters choose specific words in their job offers to attract talent, or others resort to “ghost jobs”, fake ads posted to pretend to be successful in the company, it seems that job interviews, with a rigorous and precise recruitment method, are becoming the new solution for employers.
Slideshow: 10 things not to do during a job interview