Recently, there’s been a rapid growth of “service providers” on the Internet that offer interview coaching to candidates in a bid to improve their chances of securing employment.
This was inevitable although it wasn’t there ten years ago, and I can’t even remember seeing it five years ago. But it’s certainly there now – and in abundance.
It’s understandable that some candidate’s will look for every advantage they can get.
Without going into too much of the detail of what this coaching delivers, let’s assume it assists the candidate perform better at interview.
Personally, the number of “coached” candidates I have come across over the years hasn’t really changed. What has changed however is their general level of ability in interviewing – in other words, most candidates generally perform better today at interview, than they did ten years ago.
Imagine you’re in this scenario: Candidate number one performs very well at interview, and has an acceptable level of work achievement. What you don’t know is that candidate number one has received interview coaching.
Candidate number two has an equal level of work achievement, but does not interview as strongly (no coaching). To complicate things further, candidate two has other enviable traits that would make them a better employee, but you’ve been swayed by the strong interview performance of candidate number one.
This is where interview coaching can become a problem for employers.
While I’ve simplified this discussion by leaving out how effective your interview process might be, the reality is that coaching has the potential to skew results for those employers with less robust or sophisticated interview processes.
Why is this so, and what can you do to protect yourself from it?
The reality is that interviewing generally strikes a 50-50 power balance between the candidate and the employer. A good interview process can tilt that balance firmly in the employer’s favour but equally, a coached candidate might gain a real advantage – particularly over more deserving candidates.
Psychometric testing tilts that balance heavily in favour of the employer. It’s for this reason that every preferred candidate should be tested after interview and just prior to reference checking. It’s for this same reason that the StaffMatcher psychometric assessment includes a customised reference check for each tested candidate.
More than ever, interviewing alone is a risky strategy for identifying good employees
You must be logged in to post a comment.