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Bad Interview Practices by Recruiters

Calling all recruiters and hiring managers! We take a look at how the movie ‘Exam’ depicts bad interview practices by recruiters.

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Calling all recruiters and hiring managers! We take a look at how the movie ‘Exam’ depicts bad interview practices by recruiters.

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The interview process is always nerve-racking for candidates. Well, unless we’re talking about those one-of-a-kind candidates who are always prepared and never let you see them breaking a sweat. But I’d like to imagine they also feel a tinge of anxiety before D-Day.

Now imagine if you were taking the job interview as an exam, grouped with other high-potential candidates (emphasis on the potential). The stakes are higher. Each candidate seems like they have everything together and is certain they will be the lucky one going home with the offer. As much as this is every job seeker’s nightmare (or dream, depending on how you look at it), it is also the plot for the light thriller movie, Exam. 

In this movie, we have a group of 8 stellar shortlisted candidates interviewing for a job opportunity in a huge biotech company. However, the interview has been framed as an exam with a single test sheet on each candidate’s desk. Seems normal, right? I’m sure we’ve all gone for a job interview or two where we had to do a couple of tests. Each company has its own interview process and that’s understandable. 

The candidates are ready for whatever test the invigilator has for them until he starts explaining the rules of the interview exam. That’s where things get tricky. (Slight spoiler alert!)

The invigilator says this:

“Believe me when I tell you that there is no law in this room but our law. And the only rules in here are our rules. There is one question before you, and one answer is required. If you try to communicate with me or the guard, you will be disqualified. If you spoil your paper, intentionally or accidentally, you will be disqualified. If you choose to leave this room for any reason, you will be disqualified.”

The rules are pretty straightforward. Now to start the exam. The candidates turn over their exam sheets and each paper is blank. No markings no nothing. Just a blank paper that determines whether or not they’ll get this life-changing job. 

What would you do in that position? Start writing, of course. Write something -  anything to compel the company and the recruiter that you are worthy of this position and bring immense value to the table.  Wrong! Go back to what the invigilator said. You can’t spoil your paper in any way. This includes writing on it. Break any of the rules mentioned and the guard (Oh, did I mention there’s an armed guard in the room?), whisks you out of the exam room and back to your seemingly mundane life. 

The plot gradually progresses with each candidate trying to figure out what the question is and the answer to the question not provided. At first, they work together to figure out the question but eventually, it turns into a game of “each one for themselves.” Long story short, the answer to the entire test was annoyingly obvious. But at what cost? You’ll have to watch it to find out if your curiosity compels you. Giving you the answer within this article beats the purpose. 

So now I’ll get to the main point - bad interview practices by employers that I sniffed out in the movie.

 

Preying on job candidates’ desperation

When I was watching this movie, one thing kept crossing my mind, “I need more wine for this” and “Why would the employer make these candidates jump through hoops like that just for a job?”

For one, they could have been preying on the candidates' desperation, considering it was a highly lucrative job in a prestigious company. They knew these people would have done literally ANYTHING to get that job, which unfortunately was the case. 

Given the current economic times, no one wants to be unemployed. The ones who don’t have a job will grasp at straws to get one. Some toxic employers are aware of this fact so they might offer less compensation than what someone in that role actually deserves just to save money. Others are guilty of squeezing three roles into one just to get a one-man department, which is also a cunning way to cut costs but unfair to the candidate. 

As much as people will complain online when a company posts an open role paired with a mediocre salary, some will still apply because they need a job, any job. So even though job candidates are usually determined to get the role placed before them, employers should still be considerate and reasonable in their quest to fill the position. 

 

Read also: We asked our users how much they’d like employers to pay them (and why). Here’s what they said... | Fuzu 

 

Lack of clarity

In this movie, the interview test was extremely vague to these eager candidates, even the rules when I think about it. As much as the employer was testing their common sense to see who was brilliant enough to get the answer, he still allowed them to go through the painstaking process to see just how ruthless they could get. But as people say, the enemy is poverty and not your neighbour. 

When you don’t have all the information before going into an exam, or in this case, an interview, this more than lowers your chances for success. This begs the question in the candidate’s mind - “does this employer even want me to get the job at all?” You may even doubt the credibility of the role and the company itself when the recruiter does not give you all the information you need to make an informed decision. 

Do you see where I’m going with this?

Giving potential job candidates all the relevant and important information about an open role in your company is undoubtedly one of the best interview practices. 

 

Mind your interview questions

We know the importance of asking THOSE interview questions. You know the ones I’m talking about. Asking the candidate to tell you about themselves, what they would do to improve the company, and their experience in relevant previous roles, etc. Those will tell you what you need to know to make your hiring decision. 

However, some employers may feel the need to go out of the box with their interview questioning, which is quite alright. Today’s job candidates have a myriad of resources guiding them on how to answer every possible interview question you can throw at them.  You need to change things up if you want to hire someone who thinks differently from the rest. It is okay to slip in some questions that require common sense to see if your potential hire has a good head on their shoulders. 

On the other hand, don’t go too far outside your comfort zone with your interview questions. For example, asking job candidates inappropriate or offensive questions is a terrible interview practice that is a bright red flag for your company. Give the candidate a fighting chance with whatever you choose to ask.  The current socioeconomic climate is already tricky enough without throwing cryptic interview questions into the mix.  

 

Lack of connection

A good interview should be an engaging two-way conversation leaving both parties feeling excited and energized about the possibilities of working together. If you don’t engage or connect with the candidates or show a lack of energy by robotically asking questions, this is a bad sign. As much as you’re applying impartiality to all the candidates, they may take it as a sign that you’re not interested or have someone else already lined up for the role. 

Show some warmth and try to connect with each candidate regardless of how you’re feeling about their chances, unlike the invigilator in the movie who was quite intimidating and nonchalant. You can even take it as a chance to make a new networking contact in the process. 

 

In closing

The interview process helps you learn more about each candidate who has applied to your company’s role. But remember the candidate is also learning about you as an employer and deciding whether they would want to work for you. Your interview practices could be the thing keeping great candidates at bay without you realizing it.

The points mentioned in this article might seem insignificant to you but they make a huge difference as the candidate is also vetting you as an employer. If you haven’t yet, it’s time to reevaluate your interview practices and adapt your hiring process accordingly. While you’re at it, go watch the movie, ‘Exam’ to get an idea of what I’m talking about. Who knows? You might catch something I missed.

Written by

Sandra Musonge

Sandra Musonge is a part-time writer at Fuzu with over five years of experience under her belt, helping numerous B2B and B2C clients with their content needs. She writes to inspire and not just to inform. Her educational background in Biochemistry has given her a broad base from which to approach many topics. You can find her enjoying nature or trying out new recipes when she isn't writing.


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