Email Can't Replace The Job Interview
from the don't-forget-to-file-your-tps-report dept
While email has become the communications method of choice for managers, it's failing to replace the face-to-face job interview. Is that really so surprising? While plenty of people are able to find work online sight unseen, it's little surprise that managers would want to hire people for jobs in an office, or that otherwise require face-to-face contact, only after actually meeting them. So the advice to jobseekers: "To get hired, get up, get dressed, get out and get visible". If you need reminding of that -- particularly the "get dressed" part, you probably need more help getting a job than a newspaper column can provide.
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Regrettably, some applicants tell lies
Interviews are an imperfect process, but at least you can see the applicant using some of their own knowledge and skills.
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Re: Regrettably, some applicants tell lies
I mean, it's unreasonable when it's a place you can get to with a five minute walk, but when you need to take a 5+ hour plane ride to get to an interview location, e-mail seems to be a reasonable alternative.
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Re: Regrettably, some applicants tell lies
Last time I was looking for a job, some companies were willing to fly me out for an interview. The cost of a cheap economy seat on a plane and a night at the holiday inn is more than justifiable considering what's at stake by hiring someone without at least meeting them, for the company and the client.
My thinking is this, if the job is far away from where you currently live, you have to relocate in order to take the job. Why risk the HUGE expense of moving all of your stuff and basically your entire life to a a new location without having met the people and seen the company you're moving for? What if you get there and figure out that you just hate the other employees, or the area is horrible for you, or whatever.
As a final note, I don't think the face the face should ever go away because for one thing its an invaluable way to get a clue as to what type of "chemistry" a potential hiree has with their new team, something you can't necessarily gauge through e-mail. E-media is very efficient, but let's not take human interaction out of the equation.
As per applicant lies, for techie positions a decent work related scenario/task during the interview should quickly tell you if the person is technically competant, followed up by a decent reference and background check by one of the gazillion firms out there that do that type of thing should verify their resume/CV. I personally don't like on my resume/CV just because if I don't have the skill set for the job, I'm not going to be successful at it anyway (and I couldn't imagine the embarrassment of being caught in a lie by the company trying to hire me!).
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No Subject Given
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Re: No Subject Given
I would most deffently have to agree about that. The point of an interview is for the managers to see how the person can carry themselves and worth or not the have the right attitude for the job. If you take awy the interviews who is to say what kind of people you may be hiring.
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I have to agree here to
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No Subject Given
Of course, this only applies to non-technical positions.
For highly technical positions, you want to interview to make sure that your candidate: a.) is a virgin b.) speaks Klingon c.) lives in mom's basement. Thereby insuring the highest quality performance from your new hire.
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Re: Regrettably, some applicants tell lies
The other 75% had two or more lies in them.
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Re: Regrettably, some applicants tell lies
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