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by angarg12
1522 days ago
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When hiring at scale we value consistency so this wouldn't work well. However in my company we started an initiative called "candidate experience". In one of the interviews we allocate some time for the candidate to "flex" as you put it. We ask open ended questions such as "what is your proudest achievement?" or "is there anything you wanted to tell us but didn't had a chance to?". These questions are not used to evaluate the candidate and often are no even recorded, and gives a chance for the candidate to relax and put forward their best self. |
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> gives a chance for the candidate to ... put forward their best self.
How does that work? If it genuinely won't be evaluated, what's the point of getting their best self? How do you make sure things you learn in this don't affect your judgement later?