Attendees were treated to two fulfilling days of practical and insightful sessions involving a plethora of HR heads, C-Suite-level figures, motivational experts, along with a whole host of networking and sharing opportunities.
The conditions a working interview provides can be really effective in assessing a candidate, as compared to traditional interview methodologies.
It may not always be easy to replicate the “real” work environment but what a working interview provides is a real-time opportunity to explore both functional skills and leadership traits in a dynamic environment where both can be observed together.
In a traditional interview process, you typically assess skills and leadership traits through an isolated line of questioning. A candidate with minimal qualifications and exposure to the field can perform well in such a setting with the right level of preparation and training. It also demands a high level of proficiency from interviewers to make the right judgments and it takes time to build such a proficiency.
Therefore, the closer we can get to creating a “real” work environment during the interview process, the better. Recruiters can use that platform to observe the candidate demonstrating their functional capabilities as well as their personality and ability to interact with others.
Most of us already use various aspects or adaptations of a working interview approach. We see it in the following forms: hiring on the basis of internship; assessment during a probationary period; and inviting prospective employees to certain meetings. A careful consideration to including more elements of this working interview approach in the hiring process, and allowing more opportunities to observe the candidate in such an environment, can really help to increase the effectiveness of hiring decisions.
On a lighter note, a “working interview” is to an employer-employee relationship, what “dating” is to a relationship of marriage, it’s really effective in assessing the “fit” at a point in time.