Where Interviews Succeed and Fail

A recent survey of nearly 9,000 talent acquisition leaders and hiring managers worldwide, conducted by professional networking site LinkedIn, provides insight into the interview process, including where to focus for maximum results.

Traditional Techniques

LinkedIn research finds that traditional interviews, considered boring by some, are still widely used and considered effective.
These interviews include the following:

• Structured interview – used frequently/always by 74 percent of survey respondents and rated as somewhat/very effective by 88 percent of those respondents
• Behavioral interview – used frequently/always by 73 percent of survey respondents and rated as somewhat/very effective by 89 percent of those respondents
• Phone screen – used frequently/always by 57 percent of survey respondents and rated as somewhat/very effective by 70 percent of those respondents
• Interview panel – used frequently/always by 48 percent of survey respondents and rated as somewhat/very effective by 79 percent of those respondents
• Case study/work assignment – used frequently/always by 32 percent of survey respondents and rated as somewhat/very effective by 84 percent of those respondents

Falling Short

Yet, while data suggests respondents are generally happy with the results of their various methods of interviewing, the survey finds traditional interviews are not always effective.
Specifically, LinkedIn research finds that traditional interviews fail when it comes to the following:

• Assessing candidate’s soft skills – according to 63 percent of survey respondents
• Understanding candidate’s weaknesses – according to 57 percent of survey respondents
• Bias of interviewers – according to 42 percent of survey respondents
• Too long of a process – according to 36 percent of respondents
• Not knowing best questions to ask – according to 18 percent of respondents

Other Tools and Methods

To address the shortcomings of traditional interviews, companies are relying on other tools and methods. These include:

• Soft skills assessments – used by 59 percent of survey respondents
• Job auditions – used by 54 percent of survey respondents
• Meeting in casual settings – used by 53 percent of survey respondents
• Virtual reality assessment – used by 28 percent of respondents
• Video interviews – used by 18 percent of respondents

Talent acquisition leaders and hiring managers cite the following as reasons for using these tools and methods:

• More realistic snapshot of candidate’s personality – according to 69 percent of survey respondents
• Candidates can try out job for fit – according to 50 percent of survey respondents
• Less bias than traditional formats – according to 47 percent of respondents
• Candidates can’t lie about skills – according to 26 percent of respondents

About Survey Respondents

Talent acquisition leaders and hiring managers responding to the survey are almost equally distributed among four ranges of company size, from small companies with 1-200 employees to large companies with more than 10,000 employees. These companies include a wide range of industries.
As previously noted, the survey is global in scope. Professionals in North America account for approximately 23 percent of responses.

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.