Being Human: How the Interview Process is Evolving

Conor Larkin our consultant managing the role
Posting date: 10/25/2018 8:28 AM
Should we make our interview processes more like a talent show? That’s what a job centre in France thought when they introduced ‘This Is The Job’, an interview more in the style of ‘The Voice’ than a traditional Q&A session. Complete with spinning chairs and buzzers, this ‘technique’ has been swiftly brought to an end following public outcry. 

But whilst it might not be the best idea to base the recruitment process on a popular TV show (let’s not use ‘Bodyguard’ as an inspiration for problem-solving tasks), we are seeing an evolution in how interviews are conducted. Here’s a look at some of the most popular trends we’re seeing businesses apply to their recruitment processes. 

Cultivating a culture 


Perhaps the most significant change we’re seeing at the moment is the increased prominence placed on cultural fit. No longer an afterthought, this is now a make or break factor for most employers. 

Interview panels are looking for a candidate’s personality to come through when they discuss previous projects they’ve worked on. They’re keen to know that they can explain their findings to a wider audience. This includes being open about where they can improve and showing a level of humility. We’ve seen candidates rejected for being overly-defensive when receiving critiques of their technical work. 

Alongside this, businesses are adapting their interviewing techniques to reflect this more human approach. First-round telephone interviews are being replaced by video calls, offering an experience closer to face-to-face. Agencies, in particular, are taking interviews out of the office and into coffee shops, with the ambition of creating a more social interaction. 

All of these changes should mean that both businesses and candidates have a better understanding of what they’re signing up for before an offer is made or accepted. 

Ironing out the creases 


Given the fast pace of working life, finding time to dedicate to an interview process is a challenge for businesses and candidates alike. Fortunately, we’re seeing processes streamlined. 

Whereas we had seen a trend for employers sending out time-consuming tasks to thoroughly test people’s abilities, the amount time required led to delayed processes and candidates dropping out. As a result, businesses are now including technical screenings within the interview itself, alongside short demos, presentations of work and online coding sessions. 

By keeping things simple, we’re now seeing less candidate drop off early in the process. This, alongside combining technical and competency questions, has resulted in a more concentrated, yet just as detailed, way of assessing an applicant’s suitability for a role. 

Getting hands on


Employers have always looked for someone who can walk the walk, as well as talk the talk. Now they’re taking matters into their own hands by requiring candidates to react to real world examples. Most commonly, we’re seeing these take the form of case studies, generally falling into one of two categories:

  • Quantitative, where a relevant business situation and data are provided and need to be addressed. 
  • Conceptual, where there are no figures, and the interviewer is trying to gain an insight into the candidate’s approach and thought processes.

On top of this, we’re beginning to see new methods introduced that test applicants even further. Job Auditions are becoming an increasingly popular way of assessing how well a candidate can perform in a real-world situation. There’s even talk of introducing Virtual Reality to push this idea even further within a controlled simulation. 

Regardless of what the future may hold, companies are clearer than ever with what they’re looking for in the interview process. Don’t be surprised if we continue to see innovations that offer more depth into a candidate’s true behaviour, personality and working styles. 

If you’re on the lookout for a new role, we can support and guide you through the interviewing process. We have a variety of roles in both Junior and Senior positions, both Contract and Permanent. 

Take a look at our latest roles or get in touch with one of our expert consultants to see how we can help you progress you career. 

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