Editor’s Note: This is a guest post by Tania Longeau – Head of Services for InkjetSuperstore.com. Her opinions are her own.
Whether we want to believe it or not, all things must evolve over time. This ranges from new NBA game rules, advancing kitchen appliance technologies, greener methods for printers and cartridges, and even the interview process.
What used to be an awkward exchange between one stranger trying to impress another, has now become a much more personable experience.
The changes likely began to take place as employers started realizing that asking all the same questions to every single person got them nowhere. Eventually, employers knew whether they wanted to hire someone within the first few seconds of meeting, based on the thoughtfulness of their answers and their personality.
Studies on the interview process have shown that many employers used to make assumptions about people as soon as they shook hands, and that the chance to alter this initial impression was difficult once it was made.
In order to get away from this subjective initial perspective, it has become important for employers to keep an open mind and to ask varying questions of each individual.
The goal of an interview is to find out more about the person and whether they’re a good fit for the team.
To ensure companies are finding the best people for the roles they need to fill, unique interviewing strategies have become more and more prominent. Prepare for a modern-day interview by researching and learning the unique interviewing strategies of these top companies.
Google has been at the forefront of forward-thinking interview tactics for quite some time. Their approach has more to do with finding out about the behavioral components of a potential employee, as opposed to racking their brain with baseless questions and brain teasers.
Essentially, Google realized that asking questions such as, “How many gumballs can fit in this jar?” didn’t offer any opportunity for the candidate’s best qualities to shine through. Instead, Google has been embracing more thought-provoking questions that give the candidate an opportunity to let their creativity and skills do the talking.
Some of Google’s toughest interview questions include: ‘How would you describe AdWords to a 7-year old?’ ‘How would you design a mobile social app for a chain of orthodontist offices?’ And, ‘if you wanted to bring your dog to work but your coworker was allergic, what would you do?’
Aside from its unique questions, Google also has an unconventional interviewing strategy that’s broken into two parts: phone/hangout interviews and onsite interviews. The first process takes a candidate through some coding procedures with a potential peer or manager, while the onsite aspect is performed with four other “Googlers” and potential teammates.
These four individuals ask questions to find out about very specific things, including a candidate’s cognitive abilities, leadership style, role-related knowledge, and “googleyness.”
Intel’s interview process has been described as smooth and personable. The initial steps require individuals to send in their resumes for any open job positions and to answer some prescreening questions. The answers to these questions will help Intel decide where your skills would be most effective and which positions you should apply for.
For those who know what position they’re applying for, the questions are more suited to that role. For those who are looking for any open positions, the questions become more general.
A representative reaches out to those that are the most qualified for the open positions, and they have the chance to be interviewed on the phone, online, or in-person. Intel relies on questions that are behavior-based, similar to Google, as well as technical-based to learn about a candidate’s skill set.
The people at Intel are not only interested in how you can be a great addition to their team, but they also want to know what you’re passionate about and what kind of personality you have. The dialogue is not just one-sided; it is encouraged that potential candidates have questions for the interviewer, as well.
Intel suggests that potential employees do some research about the company ahead of time, checking out their social media pages and blog to get a better idea of what the company is all about.
Cerner is at the heart of the health care industry, with more than 26,000 associates working together to improve health care delivery and health in communities. In 2016, Cerner was twelfth out of 50 companies ranked by Glassdoor as the Best Places to Interview in 2016. It received an interview score of 83 percent, and previous candidates applauded the company for interviews that were straightforward, well-organized, and professional.
What makes Cerner’s interview strategy unique is that it relies on its brand and culture to determine the interview process. Cerner’s culture is based around the idea of clients and associates working towards shared goals in order to create a better future for health care.
Instead of basing interviews on outdated questions and requirements, Cerner looks to create a relationship with candidates that brings out their shared passions and goals.
Even if a candidate is not chosen for the role, interviewers want individuals to walk away as ambassadors of the brand simply because they believe in what the company is doing.
Not only is it important for the actual in-person interview to go smoothly, but Cerner works to make sure that the interview is seamless from the time the candidate enters the city.
The company recognizes that the interview process can be nerve-racking and takes responsibility for making the experience as streamlined and enjoyable as possible. That includes handing out welcome letters to candidates, offering hotel and transportation options, and performing an interview that encourages two-way dialogue.
The interview process is an important part of a business’s ability to build up a team of skilled and hard-working individuals. While the need itself is very serious, the approach to interviewing has certainly changed for the better.
These days, companies are realizing that they want to hire people, not robots, and creating a more relaxed and enjoyable atmosphere often brings out the best in their candidates.
Google, Intel, and Cerner each has a unique interviewing strategy that brings candidates closer to the action so that they may get a feel for how the company really works and truly understand what the company stands for. Not only does this help the interviewer create a more effective interview, but it also makes it easier for candidates to decide which companies they want to be a part of.