The Lewis (2018) reading discusses five new interviewing techniques that HR professionals can use to assess candidates for their soft skills. These techniques include a 20-minute test, job auditions, meeting in low-pressure locations, video interviews, and virtual reality (VR) assessments. As an HR professional assigned with the task of changing interview methods at my company, I would consider implementing job auditions as the best technique for my department.
Job auditions involve having candidates perform tasks or projects that are similar to what they would be doing in their potential role. This allows the HR professional to directly observe the candidate’s skills and abilities in action. By seeing how the candidate performs in a real-life scenario, it becomes easier to assess their soft skills such as communication, problem-solving, and teamwork.
This technique compares with my employer’s current methods as we currently rely heavily on traditional interviews and resume screenings. While these methods can provide some insights into a candidate’s qualifications, they often fail to fully assess their soft skills. Job auditions would be a more effective way to determine if a candidate possesses the necessary soft skills for the job.
The potential role in the organization should indeed determine the interview method. Different positions require different sets of skills and abilities, and it is important to have interview techniques that are tailored to assess those specific requirements. For example, for a sales role, it might be more effective to use a low-pressure location meeting where the candidate can demonstrate their interpersonal skills in a more relaxed setting. On the other hand, for a technical role, a VR assessment could be a more suitable method to evaluate the candidate’s technical expertise.
In terms of employers’ approaches to staffing their organizations, companies like Google and Apple are known for their innovative and unconventional methods. They often use a combination of traditional interviews and unique techniques to assess candidates. For example, Google is famous for its rigorous interview process that includes challenging technical questions and hypothetical problem-solving scenarios. They also emphasize the importance of assessing a candidate’s cultural fit and their potential to embody the company’s values.
Apple, on the other hand, focuses on evaluating a candidate’s passion, creativity, and ability to think differently. They often use panel interviews and behavioral-based interview questions to assess these qualities. Both companies recognize the importance of assessing candidates beyond their technical qualifications and placing emphasis on their soft skills.
In my own current or past employer, the approach to staffing the organization has been more traditional, relying heavily on resumes, interviews, and reference checks. However, I believe there is room for improvement and incorporating some of the new interviewing techniques discussed in the Lewis (2018) reading could greatly benefit the hiring process.
In conclusion, the job audition technique would be the most suitable for my department as an HR professional assigned with the task of changing interview methods. This technique allows for a direct assessment of a candidate’s skills and abilities in a real-life scenario. When it comes to staffing organizations, companies like Google and Apple have adopted innovative approaches to evaluate candidates, putting emphasis on both technical qualifications and soft skills. By incorporating some of these new techniques, my employer could enhance the hiring process and make better-informed decisions about potential candidates.