[svp]http://www.youtube.com/watch?v=NwrdMHyi6Ww[/svp]
In this video, Jeff Altman, The Big Game Hunter Encourages hiring firms to stop using brainteaser questions and create a different model for their job interviews.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No
BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.
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As an recent interviewee at a few places these past few months I find a
lot places have a very inefficient interview process that wastes both the
companies and interviewees time. Several places have more than one phone
interview prior to giving out a test only to week candidates out at that
step. There are a few that have a test either very early on or initially
which is very efficient, at least from the interviewee’s side. I hate to
pass through 2 hour long phone interviews only to be stopped at the online
testing phase which requires very specific knowledge of the current role.
Especially considering it usually takes several weeks to get to that point
due to scheduling requirements of having both the interviewer and
interviewee set aside time (more so when presently employed).
It also seems many employers are looking for someone to fit in right
away without any on the job training. Perhaps I perceive this because I am
looking to get into a niche position, but if the market for that position
is truly expanding it will necessarily require people without the
particular experience to fill that role. To each their own, but when I
hear a recruiter mention they have multiple positions open in a group for
months I can’t imagine there haven’t been any capable individuals
applying. Though, given a financial industry swimming with money right now
I suppose being efficient isn’t the top priority when money is just rolling
in.
Firms may be paying for each test administered and forget that they are also paying for all those hours of pre-interviewing. The testing may also be administered because they are used as a “tie breaker” when they are not sure.
As an recent interviewee at a few places these past few months I find a lot places have a very inefficient interview process that wastes both the companies and interviewees time. Several places have more than one phone interview prior to giving out a test only to week candidates out at that step. There are a few that have a test either very early on or initially which is very efficient, at least from the interviewee’s side. I hate to pass through 2 hour long phone interviews only to be stopped at the online testing phase which requires very specific knowledge of the current role. Especially considering it usually takes several weeks to get to that point due to scheduling requirements of having both the interviewer and interviewee set aside time (more so when presently employed).
It also seems many employers are looking for someone to fit in right away without any on the job training. Perhaps I perceive this because I am looking to get into a niche position, but if the market for that position is truly expanding it will necessarily require people without the particular experience to fill that role. To each their own, but when I hear a recruiter mention they have multiple positions open in a group for months I can’t imagine there haven’t been any capable individuals applying. Though, given a financial industry swimming with money right now I suppose being efficient isn’t the top priority when money is just rolling in.
As an recent interviewee at a few places these past few months I find a lot places have a very inefficient interview process that wastes both the companies and interviewees time. Several places have more than one phone interview prior to giving out a test only to week candidates out at that step. There are a few that have a test either very early on or initially which is very efficient, at least from the interviewee’s side. I hate to pass through 2 hour long phone interviews only to be stopped at the online testing phase which requires very specific knowledge of the current role. Especially considering it usually takes several weeks to get to that point due to scheduling requirements of having both the interviewer and interviewee set aside time (more so when presently employed).
It also seems many employers are looking for someone to fit in right away without any on the job training. Perhaps I perceive this because I am looking to get into a niche position, but if the market for that position is truly expanding it will necessarily require people without the particular experience to fill that role. To each their own, but when I hear a recruiter mention they have multiple positions open in a group for months I can’t imagine there haven’t been any capable individuals applying. Though, given a financial industry swimming with money right now I suppose being efficient isn’t the top priority when money is just rolling in.
Firms may be paying for each test administered and forget that they are also paying for all those hours of pre-interviewing. The testing may also be administered because they are used as a “tie breaker” when they are not sure.