Job interviews are stressful and time-consuming for both the applicant and the recruiter. The most often used mechanism for selecting new staff is often a highly ritualised affair, with little room for meaningful human interaction. The job interview is an artificial environment that has no comparison in the social world, except maybe police cross-examination.
Formal job interviews are a limited tool to get to know the person seeking a new job. The main problem with this approach is that the balance of power is presumed to be on the recruiter’s side. This unbalanced relationship forces the applicant to be like a dancing monkey, performing the tricks that he or she believes will please the recruiters. The applicant is often left to second-guessing the ‘right’ answer to the questions. And although we are often told that there are no right or wrong answers, this is of course not correct. Some answers get you the job and the ones that don’t. The recruitment process is a case of double deception, both the recruiter and the applicant are not willing to have a genuine conversation because they are limited by the script of the traditional job interview.
Formal job interviews are popular because they provide an illusion of rationality as it is assumed that thorough questioning will lead to the truth.
The purpose of the recruitment process is to try to predict the future behaviour of the applicant. A formalised job interview is a counter-productive human interaction with limited predictive quality when it comes to getting to know a person. The artificial nature of the job interview does, however, prevent this process from being rational.
Effective job interviews should be based on the presumption of equality between the recruiter and the applicant to espouse genuine conversations between the parties. It is the task of the recruiter to make the candidate feel comfortable and treat them as an equal conversation partner. Only this way will you be able to get to know the person on the other side of the table.