Rethinking conventional job interview techniques in the age of AI

Written by Jonas Ileka

In Namibia, many companies have adopted innovative candidate selection methods, moving away from archaic interviewing techniques and commonly asked interview questions. Recruiters have realised that standard interviews are not a good predictor of how someone will perform on the job. Confirmation bias and other unconscious biases have also rendered the traditional hiring process ineffective. Common interview questions such as “What are your strengths and weaknesses?” or “Do you enjoy working independently or as part of a team?” are trivial and offer little insight about the candidate as the responses are often scripted and rehearsed.

For some time, the answer to this problem has been competency-based interview questions, designed to assess a candidate’s skills and abilities by asking for specific examples of past experiences and behaviours that demonstrate their competence in relevant areas. However, candidates now know exactly what questions to expect because there are literally hundreds of websites and social media pages that provide candidates with the most commonly asked competency and behavioural interview questions. As a result, the days when you could surprise a candidate with carefully crafted interview questions are long gone, but perhaps the strongest reason to change your current interview approach is the rise and exponential growth of Artificial Intelligence (AI) and Machine Learning (ML).

AI is particularly a game-changer as it can be a useful tool for preparing candidates for job interviews. For instance, some AI-powered applications such as ChatGPT can analyse the job description of the role and provide insights into the required skills, which can provide personalized feedback to help candidates improve and tailor their curriculum vitae (CVs) and cover letters to match the job requirements. AI-powered interview coaching platforms can also simulate interview scenarios, ask potential interview questions, and provide feedback on the candidate’s responses. Additionally, AIpowered chatbots can provide candidates with instant responses to commonly asked questions about the company or the job position. Overall, AI can provide candidates with valuable insights and help them to better prepare for job interviews. Traditional interviews are thus no longer a reliable predictor of performance as they cannot effectively measure actual competence.

It’s not all doom and gloom, however. Recruiters can still adopt variations and alternatives to modernise their recruitment processes and make them AI-proof.

Competency assessment tests

A competency test or competency assessment is a tool for measuring an employee’s capabilities against the requirements of the job requirements. Practical and written assessments for jobs have been around for some time but have recently grown in popularity. In this approach, shortlisted candidates are invited to complete an assessment as the first step in the interviewing process to test job-related competencies such as numeracy and language skills, creativity, reasoning and technical knowhow. A good competency test measures both the individual’s behaviour and their skill level. Although the test may be taken in person, especially for practical jobs, more recruiters have adopted online testing platforms. Candidates access the platform through a link and have a window of between 24 - 72 hours in which to take the test. The test is usually completed in one sitting once launched and may have face recognition capabilities to verify the identity of the candidate Examples of companies that have adopted this approach include Mobile Telecommunications Company (MTC) and the Meat Corporation of Namibia (Meatco).

Presentations

An interview presentation is a short persuasive talk as part of an interview or assessment. This interview method has become increasingly popular in recent times, particularly for sales, business support, and managerial positions. Candidates may be requested to prepare a presentation ahead of time on a specific job-related subject, scenario, or challenge, or to give an impromptu presentation. This interview assessment can effectively evaluate the candidate’s industry or job knowledge, critical thinking and problem solving skills, communication skills, organisational skills, ability to follow instructions, ability work under pressure, and ability to think on their feet, among others. It can be structured in the form of a visual or purely oral presentation, with a set time limit. In the case of impromptu or “blind presentations”, candidates receive a topic on the day of the interview and are given a limited time, generally 30 minutes to an hour, to prepare. The Namibia University of Science and Technology (NUST) applies this method to assess its lecturers by requiring them to prepare a mock lecture on a relevant subject.

Psychometric assessments

Psychometric tests are no longer just for executive appointments. They have become a powerful tool for recruiters to make data-driven decisions in selecting the right candidate. These tests can be a powerful and insightful assessment tool as they reveal the candidate’s personality, motivation, beliefs and value system. The results of psychometric assessments can also be used to measure cultural fit, which refers to how aligned an employee is with the culture of an organisation.

Background checks

Pre-employment background checks have evolved beyond verifying work experience, educational background, and character. Background checks may now include criminal records, social media activity, and financial history. These checks vary depending on the level of risk that the position poses to the employer but have to be legally compliant and nondiscriminatory. The Namibia Revenue Agency (NAMRA) and Multichoice Namibia, are examples of employers who adopt this method. They conduct a financial background check on successful candidates for positions that have access to financial information, funds, or assets. Checking the financial integrity (and, where lawful, the credit) of candidates can provide insights into their financial background and responsibility, support your assessment of their suitability for such roles, and help reduce the risk of fraud and theft to your organisation.

A bad hire can waste time, money and other resources, as well as cause significant damage to your company’s culture and reputation. These alternative ways of evaluating candidates can counter AI as companies seek to improve the quality of their hires in an increasingly competitive labour market. So, as the world moves further and faster into the digital economy, recruiters need to be more proactive, creative and innovative in order to continue selecting and placing suitable hires for their organisations, despite the technological changes taking place.