It seems that many people in HR don’t realise that the interview is a two-way street. Not only are they trying to find out if the candidate is suitable, but the candidate wants to know about the position, the firm, the job and the people he will be working with. The most sucessful intervvvews are when both parties realise this and work accordingly.
Thirty plus years ago the company I worked for out of university assumed that the hires were there for their career. As such they invested in them. Training for middle management and beyond began quite early.
One of the first thing we got was interviewing skills, that is DOING the interviewing. You might wonder why this was so early on. I was told that part of interviewing was determining if the candidate would fit in with the team. (How different from the attitude where hiring ‘gurus’ and
‘whiz-kids’ for their individual excellence is the only criteria.) Hence the candidate needed to meet the team and so the team had to understand how to interview.
But today? How many companies invest in training in that strategic manner?
The last couple of decades have been ones where job-hopping is the norm, so why should a company invest in training someone who will shortly be gone? Most people look to their own training, hence the rise of the training companies.
Hence also the rise of evaluating applications by their training record, and in some cultures the attitude that training is a ticket and certification is a ticket to a job. Many of have seen on other forums people posting
Its really hard, I’ve found, to convince people with this cultural background and set of assumptions that its experience that counts.
I wonder if the same applies to HH/HR/screeners?
I ask because I’m one of those people who isn’t good at classroom learning. I’m better off taking things apart and experimenting. In the classroom I’m a pest, I ask questions as my mind races ahead and “off on irrelevant tangents” – which amounts to next weeks lesson! You’re never going to see a long list of courses taken and certifications earned on any of my resumes.
I’m off doing the “I wonder what if ..”. I think in terms of ‘ability’ rather than skills with specific pieces of equipment and software. I’m more like the guy in Asimov’s short story “Profession“.
Well, it takes all sorts.