{"id":4050,"date":"2016-06-07T17:32:23","date_gmt":"2016-06-07T17:32:23","guid":{"rendered":"https:\/\/keblog.demoapp.xyz\/?p=4050"},"modified":"2022-10-19T03:50:31","modified_gmt":"2022-10-19T03:50:31","slug":"the-job-interview-format-that-actually-matters","status":"publish","type":"post","link":"https:\/\/neo-blog.kalibrr.com\/blog\/the-job-interview-format-that-actually-matters","title":{"rendered":"The Job Interview Format That Actually Matters"},"content":{"rendered":"

\"the-job-interview-format-that-actually-matters\"<\/p>\n

You’ve probably heard that the decision making happens during the first 7 minutes<\/a><\/strong> of a job interview. If you haven’t, well, it does. The other 89% of the interview spent grilling the candidate is really just time confirming the perception and decision you’ve made. This means that questions like “Tell me about yourself,”<\/a><\/strong> “What are your greatest strengths and weaknesses?” are utterly null.<\/p>\n

Maybe you’re thinking, that’s okay, we have questions that really get to the nitty gritty of things<\/em>. Many recruiters and\u00a0employers<\/a><\/strong>, however, ask interview questions that are the situational brain twisters, like “There’s a meteor shower that will hit the earth in 10 minutes, do you hide underground or head to the safe zone?” or “Estimate how many Jollibee’s there are in Metro Manila.” Questions like these can reveal things like logic, assessment skills, or\u00a0the\u00a0creativity of the candidate but for the most part, they are asked to make the interviewer feel clever or correct.<\/p>\n

\"the_job_interview_format_that_actually_matters\"<\/p>\n

shutterstock<\/a><\/p>\n

Frank Schmidt and John Hunter did an 85 year study on how well assessments can actually predict performance. They found that unstructured job interviews can only explain 7% of a potential employee’s performance (his\/her work history explains 3%).<\/p>\n

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TOPICS<\/p>\n