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【中文版在后面】
Rethinking the Employment Interview
I asked our new ChatGPT Performance-based Hiring application to summarize an article written a few years ago inspired by Charlie Rich's song, "Behind Closed Doors." You'll be able to create your own instant "Behind Closed Doors" interview guides using the application.
The article "Exposing the Veneer of Superficiality" interview addresses the shortcomings of traditional, superficial interview techniques, which often assess candidates primarily on assertiveness, appearance, and basic communication skills during brief encounters. These conventional methods are criticized for their poor predictability of job performance and tendency to favor candidates who are good presenters rather than those who are necessarily right for the job.1. Shift Focus to Substantive Achievements: The article advocates for the "Behind Closed Doors" interview technique, where candidates are asked to prepare detailed summaries of their most relevant accomplishments in advance. This shifts the interview focus from superficial traits to concrete, proven abilities.2. Review Accomplishments at Interview Start: The hiring manager should begin the interview by reviewing the candidate's prepared accomplishments. This helps ground the discussion in the candidate's actual work history and qualifications, rather than first impressions or presentation skills.3. Validate Accomplishments: It is crucial that hiring managers probe into the details of these accomplishments to validate them and understand the candidate’s role thoroughly. This thorough vetting counters the risk of candidates embellishing their achievements.4. Focus on Fit and Motivation: Beyond technical skills, the article emphasizes assessing candidates' soft skills, motivational fit, management ability, and teamwork capabilities, which are often the real indicators of a candidate's potential for success in a role.These recommendations aim to create a more effective and equitable hiring process that assesses candidates based on their true potential and fit for the role, rather than their ability to sell themselves in a short interview.
【中文版在后面】
重新思考求职面试
我要求我们的新ChatGPT绩效招聘应用程序总结几年前写的一篇文章，灵感来自查理·里奇的歌曲《关起门来》。您可以使用该应用程序创建自己的即时“闭门造车”面试指南。
“揭露肤浅的表象”这篇文章指出了传统的、肤浅的面试技巧的缺点，这些面试技巧通常主要是根据面试者的自信、外表和基本的沟通技巧来评估他们。这些传统的方法因其对工作表现的可预测性较差而受到批评，并且倾向于青睐擅长演讲的候选人，而不是那些必须适合工作的候选人。1. 将重点转移到实质性成就上:
这篇文章提倡“闭门造车”的面试技巧，在这种技巧中，应聘者被要求提前准备详细的总结他们最相关的成就。这将把面试的重点从表面的特质转移到具体的、被证明的能力上。
2. 面试开始时回顾成就:
招聘经理应该在面试开始时回顾求职者准备好的成就。这有助于将讨论建立在候选人的实际工作经历和资格上，而不是第一印象或演讲技巧上。
3. 验证成就:
招聘经理深入了解这些成就的细节，以验证这些成就，并彻底了解求职者的角色，这一点至关重要。这种彻底的审查可以避免候选人夸大自己成就的风险。
4. 关注契合度和激励:
除了技术技能，文章还强调评估候选人的软技能、激励契合度、管理能力和团队合作能力，这些通常是候选人在一个职位上取得成功的真正指标。
这些建议旨在建立一个更有效、更公平的招聘过程，根据候选人的真正潜力和对职位的适合程度来评估候选人，而不是根据他们在简短面试中推销自己的能力。
