Some recruiters are not so great at judging people. Instead they come up with rules and red flags to justify their choice, or worse, get inspiration from other recruiters on LinkedIn.
What’s more, job interviews are poor predictors of job performance, so even those who are experienced with judging people in higher context settings are not so great at judging people.
I’ve been working in transportation and logistics first as a forklift operator, and now work as a local truck driver for nearly 15 years.
As much as I can find the job a little overwhelming at times, I appreciate that every interview I’ve had I just show up not looking like I fell out of a dumpster and let my actual skill determine whether I’m hired or not. The time spent on a forklift showing them my skills, or a drive test behind the wheel is my interview.
In 15 years, I’ve never been fired, left every job for something better, and never been turned down a position once in this current career path.
You’re being hired to do a job. Why are so many ignorant and inept interviewers hiring someone who may or may not know how to do the job, or do it well?
If I’m hiring a bartender, I’m asking them to make me a couple drinks. If I’m hiring a custodian, show me how well you mop. I’m hiring a programmer, write me something. Every job is doing something. More interviews should involve the actual ‘doing’ part, not asking benign questions all the time.
Some jobs require things that are hard to do on the spot, like product manager who should be in the loop and take care of where development moves, or project manager who should make said development actually happen.
The skills can be sort of checked by presenting a problem and asking how they would solve it, but the more abstract the skill required is, the more can the difference between reality and interview be, in my opinion
Some recruiters are not so great at judging people. Instead they come up with rules and red flags to justify their choice, or worse, get inspiration from other recruiters on LinkedIn.
What’s more, job interviews are poor predictors of job performance, so even those who are experienced with judging people in higher context settings are not so great at judging people.
I’ve been working in transportation and logistics first as a forklift operator, and now work as a local truck driver for nearly 15 years.
As much as I can find the job a little overwhelming at times, I appreciate that every interview I’ve had I just show up not looking like I fell out of a dumpster and let my actual skill determine whether I’m hired or not. The time spent on a forklift showing them my skills, or a drive test behind the wheel is my interview.
In 15 years, I’ve never been fired, left every job for something better, and never been turned down a position once in this current career path.
This wouldn’t work for some jobs, but where it does a skill test does sound like a perfect interview. Glad you’re doing well
Every interview should come with a skill test.
You’re being hired to do a job. Why are so many ignorant and inept interviewers hiring someone who may or may not know how to do the job, or do it well?
If I’m hiring a bartender, I’m asking them to make me a couple drinks. If I’m hiring a custodian, show me how well you mop. I’m hiring a programmer, write me something. Every job is doing something. More interviews should involve the actual ‘doing’ part, not asking benign questions all the time.
Some jobs require things that are hard to do on the spot, like product manager who should be in the loop and take care of where development moves, or project manager who should make said development actually happen.
The skills can be sort of checked by presenting a problem and asking how they would solve it, but the more abstract the skill required is, the more can the difference between reality and interview be, in my opinion
I’ve interviewed enough to know that once the testable basic capabilities are covered, its just a speed date