This entry was posted on Tuesday, December 11th, 2012 at 1:04 pm and is filed under Employment Communication. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response or trackback from your own site.
The sluggish job market isn't going to reignite overnight, but we have recently noticed a few positive communication developments that could eventually help more qualified candidates land the jobs they want.
1. The growing realization that auto-screening applicants is not automatically a good idea
When companies complain they can't find qualified applicants for unfilled openings and qualified applicants complain they can't get any interviews, something is clearly wrong with the system. Wharton's Peter Cappelli identified the overuse and misuse of automated screening software as one of the causes of this perplexing stalemate. As this article in Workforce explains, resource-strapped HR departments too often rely on screening software that is either poorly tuned to specific jobs or mindlessly automating a process that doesn't work well in the first place. As a result, screening criteria are sometimes set absurdly high or include irrelevant checks that needlessly filter out promising candidates.
Fixing this problem will require fine-tuning processes and software, but at least more companies should be now aware of the problem and recognize the upside of using these software tools more effectively.
2. The decline of brainteaser questions
We have long been skeptical of the value of interview questions such as "How much would you charge to wash all the windows in Seattle?" or the classic "Why are manhole covers round?" Unless the job involves answering bizarre questions in a pressure-packed setting, it's hard to see how these questions lend much insight into a candidate's ability to perform. William Poundstone, author of numerous interviewing books, is quoted in this article in Time as saying "there’s very little solid evidence that tricky interview questions work." And not only are these questions of questionable value, they can turn off good candidates who don't respond positively to being put on the spot in this artificial way.
The article suggests there is conflicting evidence about how extensively these puzzle questions are still being used, but any evidence of their decline is good news.
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