Friday, June 21, 2013

Recruitment myth busted- Tough question does not mean that the candidate can handle role well

As an individual and a human resources professional, I have been always against of the belief that a high academic score, a high IQ score and cracking tough interview questions really make you a super performer.
During interviews too, I mostly focus on understanding how that individual has handled the role, I recollect bigger challenges we faced in the organisation for that particular role and whether the job applicant/ candidate has handled such situation. If not how he can solve the same.
This has helped to me hire right human capital most of the time.

I came across through this article today morning. I feel that I must publish it.

Google admits those infamous brainteasers were completely useless for hiring
You can stop counting how many golfballs will fit in a schoolbus now.

Google has admitted that the headscratching questions it once used to quiz job applicants (How many piano tuners are there in the entire world? Why are manhole covers round?) were utterly useless as a predictor of who will be a good employee.

“We found that brainteasers are a complete waste of time,” Laszlo Bock, senior vice president of people operations at Google, told the New York Times. “They don’t predict anything. They serve primarily to make the interviewer feel smart.”

A list of Google questions compiled by Seattle job coach Lewis Lin, and then read by approximately everyone on the entire Internet in one form or another, included these humdingers:

How much should you charge to wash all the windows in Seattle?
Design an evacuation plan for San Francisco
How many times a day does a clock’s hands overlap?
A man pushed his car to a hotel and lost his fortune. What happened?
You are shrunk to the height of a nickel and your mass is proportionally reduced so as to maintain your original density. You are then thrown into an empty glass blender. The blades will start moving in 60 seconds. What do you do?

Bock says Google now relies on more quotidian means of interviewing prospective employees, such as standardizing interviews so that candidates can be assessed consistently, and “behavioral interviewing,” such as asking people to describe a time they solved a difficult problem. It’s also giving much less weight to college grade point averages and SAT scores.


For the top 15 question, you may refer:

I feel the time has come to stop showing the candidate that as an interviewer you are smarter. Better, we should clearly focus on our need and requirements and whether the candidate can really fulfill that.

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