The dreaded interview — one of the biggest hurdles to be overcome in the bid to land your dream job. But what if you could get it out of the way from the comfort of your own sofa in the future, without even having to talk to anyone?
When I read an article recently about computers doing job interviews, my first thought was: ‘Great!’ No more sleepless nights going over and over every possible interview scenario. No more traveling and allowing far too much time so you end up hanging around in the car park for half an hour. No more compulsively wiping the palm of your hand on your trousers so as not to make a bad impression with a sweaty handshake. And, best of all, no more sitting in front of an HR manager and potential bosses where you’re so tense you can barely focus on ‘selling’ yourself.
But it’s not that simple, of course. The software mentioned in the article cannot (yet) replace the whole application process. Instead, the computer asks applicants relatively simple questions about their hobbies, memorable experiences, or a typical Sunday in a 15-minute phone call. It doesn’t actually matter what candidates say — but how they say it is crucial. The analytical software evaluates factors such as the rhythm, volume, and speed of the applicant’s speech, their choice of words, and their sentence construction. Based on this, it produces a comprehensive personality profile — and decides autonomously whether the candidate makes it through to the next round or not.
But even if the analytical software is as reliable and objective as the manufacturer claims, would applicants really want to work for a firm that minimizes human interaction before they have even been offered a job? I was far from convinced, so I asked my colleague Ralph Wanke, who is responsible for talent acquisituin at Drees & Sommer, what he thought.
He believes a program like this could only be used in a very limited fashion. ‘Of course HR managers are constantly looking for ways of making it easier to compare applicants objectively, especially with equal opportunities in mind,’ says Ralph before adding: ‘But ultimately, our work centers on dealing with people.’ He believes that a face-to-face interview is still the best way to get to know people and find out what they’re really like. A computer program such as the one in the article could therefore form part of the application process, but by no means replace a selection panel either completely or to a significant extent.
The HR specialist also took a critical view of using technology in potential employees’ very first dealings with the company. ‘It’s an applicant’s market at the moment,’ says Ralph. Due to the shortage of skilled workers, many candidates can now take their pick and firms are the ones that have to work hard to attract applicants, he explains. ‘That’s why we have a very strong focus on personal contact. A one-sided job interview with a computer where candidates couldn’t ask questions would be counterproductive,’ Ralph adds.
With this in mind, the HR team at Drees & Sommer would rather make one phone call too many than one too few. They seek personal contact with applicants, ensuring they listen closely to them so that they can impress them with the company’s ethos. Firms hoping to attract strong characters have to be prepared to sit down and talk to them, and not refuse to engage with them by adopting a one-sided application process.
If you ask me, using standardization to streamline processes is all well and good, but personality still plays a key role in personnel selection.
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