Phones screens, video calls, one-on-one and panel interviews are the most common methods companies use to interview candidates. Recruiters and hiring managers try to evaluate candidates’ skills and fit with the company culture, while minimizing time spent on unsuitable candidates and maximizing the match to increase retention.

So what can you expect while interviewing in 2018?

Screening questionnaires

Even before a phone interview, candidates are emailed a set of questions so that interviewers can learn more about them and gage their interest in the position – are they willing to invest the time in answering the questions – and determine if to invest the time in interviewing/phone screening the candidates.

Panel interviews

Often, a candidate will meet with a group of interviewers, rather than one-on-one. This can be face to face or via video conferencing. This helps companies increase the efficiency around the time spent with each interviewee.

Solving real company problems

Most interviews include behavioral interview questions. A newer twist on this is instead of asking about your past behavior, companies may give you examples of current problems they are dealing with, and ask how you would solve them.

Demonstrating your skills

Candidates are given tests that are like “job auditions” where they are asked to demonstrate skills that are relevant to the job tasks. In the technology field, candidates may be presented with a problem and asked to solve it during the interview, requiring you to not only demonstrate problem-solving skills but also your ability to think on your feet. Candidates may be given a problem in advance and asked to submit or present their solution in the interview. A sales rep may be asked to present and sell a product to the team members. An Analyst may be presented with data and asked to identify patterns within it.

Curve ball questions

To see how candidates deal with pressure, some hiring managers like to throw you a curve ball. Sometimes the exact answer to the question is not what matters, but rather your reaction. A question like this could be: “What is 25 times 25?” Are you not good at doing math in your head and you freak out? Or do you calmly ask to use pen and paper, a calculator?

A test run

This is a trial period. Accepted candidates are hired on a contract basis for 3-12 weeks, usually at reduced pay. They perform the tasks they would be required on the job, often alongside existing employees. Both employees and employers can assess if this is a good fit.

Social gatherings

Companies invite candidates, usually in the final stages of the interview process to a social event the company is hosting. This may be a company lunch or more specific group outings. The idea is to also evaluate the candidate’s social skills and group interaction.

The future

Kevin J. Ryan, in an  Inc Article, writes about a new product being developed by Scoutible. It isn’t an exam or a questionnaire–it’s a video game. “During 20 minutes of gameplay, the system collects millions of data points used to measure a candidate’s various attributes, like problem solving abilities and risk aversion. It then produces a numerical assessment of how likely he or she is to excel at the role in question.”

The secret to succeeding?

Don’t be surprised, prepare and expect any and all of the above as part of your interview process.

Article written by: IamBackatWork

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