The best (and worst) interviews ever…

Posted in Candidates

Multi-lingual interview panels, on the spot writing tests or presentations, interviewers leaving midway through (!) and almost missing international flights: when it comes to bad interview experiences, you’ve had them in spades according to the results of our interview survey.

Other clangers included: the interview room being double booked with rehearsing musicians (the interview went ahead regardless); an interviewer eating a cheese roll between questions; one respondent being interviewed for the wrong job; another kept waiting over an hour whilst another interviewer was so relaxed he wore no shoes throughout!

It wasn’t just interviewees who could learn a thing or two about the interview process. Of the 175 communications and PR professionals polled, almost half each from consultancies or in-house, over 100 shared their insights and gave advice on how organisations and agencies could get more out of the procedure, providing a valuable blue print on ‘how (and how not) to hire’.

Key findings: The ‘ideal’ interview would be 1-3 hours long (32.8%) and would provide the candidate with a clear view of the specifics of the role (83%), working environment (60.6%) and team structure (44.6%). 69% of those polled would be interested in company credentials in PowerPoint format, ahead of a standard company brochure or annual report. A whopping 94.3% cited meeting team members as an important part of the interview process.

Other findings:

The best: Whilst there’s no prizes for guessing that interviews where candidates got the job were cited as ‘the best’ interview situations, other reasons for candidates giving a big thumbs up included: those where interviewees got to meet potential colleagues as well as management; where the interviewer was well briefed and allowed the candidate to demonstrate their knowledge and skills to their best potential – often ‘discussions’ elicited more illuminating responses than traditional Q&As; where the interview was a two-way exchange, allowing the candidate to learn about the business culture and role as well as interviewees being assessed on their suitability and; where good feedback was provided, either at or post interview. Respondents cited ‘hearing more about the job (54.3%), the interviewer’s personality (45.7%) and the interview getting the best out of the candidate (45.7%) as the top three things that attracted them to a prospective employer.

The worst: Perhaps most telling of all was that many respondents had been asked a question they felt uncomfortable answering, some of which seem to cross the line when it comes to legality. Top of the interview question flops were personal questions (ie marital status, family planning etc), but others included asking financial or political questions about current employers or clients. It seems the ‘good cop/bad cop’ scenario remains a firm favourite when it comes to corporate interview techniques but is almost universally poorly received from the other side of the interview table. Other interview no-no’s were: lengthy, drawn out procedures – the record was 16 interviews for one position, irrelevant questions and hostile, confrontational interview styles – several candidates mentioned lodging complaints following their experience. Providing no feedback, particularly after written tests was also viewed very negatively. The top three things respondents cited as putting them off joining a prospective employer in an interview were the interviewer’s personality (52%), the lack of future prospects (45.7%) and poor interviewer/questions (36.4%).

Thanks to all of you who took the time to share your valuable insights. The results will inform our planned industry workshops to help clients improve their interview technique. For more information about full and half day training workshops and costs please calls us.