May 1, 2007
There ought to be a good way to overcome the disconnect that takes place during the interview process.
Why is it that for employers and candidates alike, the interview process turns out to be such an inaccurate presentation of both the needed skills and aspects of the job, and often, faulty assessment of the candidates who are being interviewed? Why can’t we get it right? It is my contention that for the most part employers are not trying to misrepresent their offering and candidates really don’t want to get hired for a job in which they will not be either engaged or excel. But for a variety of reasons, the transaction frequently does not work very well for either party. What can employers and candidates do to make the interview process be a more accurate reflection of the job and of the candidate’s suitability for the job?