|
There are a few things worth remembering. 1) "Interviews" as a process to select employees is probably so broken as to to be completely useless to employers, 2) they are not aware that it's completely useless and believe in their own supernatural ability to use interviews to select ideal candidates, and 3) each and every one of them thinks that it works completely different and that all other hiring managers agree with them on every detail. If we start with the assumption that (for the most part) interviews are a useful HR tool to hire people with, supposing we have a skilled manager to give the interviews (haha!), they will ask a series of questions, and otherwise engage in conversation which will elucidate whether or not the candidate should be hired. Presumably they are relying on the answers given, but they might also be relying on non-verbal clues... body language, facial expressions, who knows maybe even pheromones. Whatever the correct "answers" are, what if we train a candidate to give those answers without actually understanding them? What if he rehearses it? What if he can even do the body language and facial expressions? We've just cheated the process. Candidates are incentivized to cheat the process, and you can vilify them all you like, but if they can manage the trick they can (at least temporarily) receive a paycheck which all of us seem to need. No matter how difficult it is to do this, it's likely some have managed to perfect that trick. Furthermore, no one gets a bachelor's in "assessing interview performances". There are no degree programs for it. No training bootcamps for it. I've never worked anywhere that they send the hiring managers away to some seminar specifically about this. So even if it were possible to assess the performance, the people doing the assessing likely aren't very good at it. If magically someone developed some brain scanner that gave perfect, empirically verifiable answers in a "hire/don't hire" format, what are the chances that a hiring manager could do even 60% of what the machine says? Flipping a coin should get 50%, if we limited the candidates to a matched set of hires-don't-hires, right? Would the hiring managers even do as well as random chance? Or are there some personality defects that have some of them do worse even than that? Interviews are more in the realm of superstition than sound practice. They're polygraphs without the polygraph machines. |