Dating 5 minute interview
In this article, we're going to explain why companies are increasingly using speed interviews.We're also going to explain how they're structured and conducted.
Take a minute to complain and 25% of the time I’ve known you, you’ve been full of negativity. I can’t imagine a situation where complaining about your job makes you look good. If I’m a candidate, I’m avoiding all opinions about my current employer, good or bad. If I’ve only got four minutes to convince someone I’m worthy, I’m focusing on personality and skill set. One of the most surprising things from the night was the number of developers that didn’t want a job. If I were attending as a dev who had no intention of joining another company… But if I had to I’d be sure to lead off the conversation with that. No time to write more than a word or two about each candidate and a quick little ranking. I would bring a fun overview of my skills and experience with a small profile picture. In my experience, it would have put candidates on another level.“We’ve made it much easier.”Before you can get to personality, you need to start with resumes, says Bright, who combed through 2 million of them (and 15 million job descriptions) to sculpt their algorithmic Bright Score, which matches skillset and experience to position.“If you’re a call center and you need to hire for the next two months, its really hard to date 2,000 people at the same time,” says CEO Steve Goodman, “so the first order of business, regardless of cultural fit, is getting the short list of people.Once you have that, then you can date.”The Brightscore doesn’t take personality questions into account, says chief scientist David Hardtke, who says that personality characteristics can reduce competitiveness of applicants.Finally, we'll provide some hints and tips on how to prepare for this type of meeting.Like dating, a human endeavor frought with uncertainty, reward, and high turnover, hiring has a habit of taking all the theories and recommendations you have about a candidate (or, from the other side, the company) and emptying them unceremoniously into the nearest garbage can.
Because of this pattern, the consultancies, banks, and law firms that Rivera studied tended to “replicate themselves,” hiring only people who had the same hobbies, styles of self-presentation, and educational and geographic backgrounds.