{ "media_type": "text", "post_content": "Do you find companies today interview without empathy, over-valuing technical skill, pressure tests, and first impressions? \n\nA follow-up to this, if you’ve been hired by a company based on your skills, ability to perform under pressure, and first impression- did you feel you made the right decision once settled in your role? \n\nI’m analyzing the evolution of interviews and a human-centered approach.", "post_id": "6060a4d98080f2001daff2b9", "reply_count": 6, "vote_count": 2, "bowl_id": "58f82520c1ca28001625db4a", "bowl_name": "Data and Analytics in Advertising" }

Do you find companies today interview without empathy, over-valuing technical skill, pressure tests, and first impressions? A follow-up to this, if you’ve been hired by a company based on your skills, ability to perform under pressure, and first impression- did you feel you made the right decision once settled in your role? I’m analyzing the evolution of interviews and a human-centered approach.

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Haven't thought it this way before - in terms of as a candidate, I can certainly see the dehumanizing aspects of asking to be tasked to problem solve and " show your work/worth". But also having been on the hiring side of things, I've experienced candidates who look great on paper and interview poorly, but turns out they have terribly misrepresented themselves, which isn't just bad for the hiring manager but whatever team they got hired into. I think the best balance would be finding ways to make these exercises feel more humane and less pressurized for the candidates. Also communicating in advance that these are not tests with right or wrong answers, but exercises for the candidate to show how they approach a problem, what their thought process in the application of the skills and expertise they have, and it is more about assessing if that is a good fit for the role, and the needs of the organization in the context of the role. At the end of the day it is about communication and framing. Anything can feel dehumanizing and lacking in empathy if it is done so in such a way that the recipient feels it that way. I once worked at a large fortune 500 company that gave each employee a turkey for Thanksgiving. Everyone got a voucher for one turkey, trudged down to the shipping dock. Handed over a voucher, a guy dropped a frozen bird on the counter from an open tractor trailer door where you could see thousands of frozen turkeys stacked and racked. While I appreciated the generosity of the gesture, only did it my first year there because the whole experience felt so dehumanizing.

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What I get for a hastily written long form reply on my phone: meant to say ...."Look good on paper and interview well..." not poorly. Few other typos but that one was the worst!

I interviewed for a non tech role at a huge tech company and happened to cry during the interview (I don’t think I realized how much the opportunity meant to me) and the interviewer was so empathetic. I was embarrassed but she said something like “what I see is your passion, and you being genuine and I thank you for that”. I ultimately got passed up for an internal hire but throughout the whole process they were so kind, praised me for my skills, transparent, and respectful of my time. One of the nicest interview processes I’ve ever been in. But this is just ONE company though. And maybe the fact that I am so surprised by this experience is saying something.

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I’m curious to hear more about what prompted you to cry... a question about why you want the job?

No, I have not found that

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