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Using CHATGPT During an Interview Will Increase Your Chances of Gaining a Job Offer

Recent research has found that using AI during an asynchronous video interview (AVI) will increase the chances of a job applicant gaining a job offer.

The use of AI in various fields has been a game-changer, and recruitment is no exception. One of the most interesting applications in this domain is how artificial intelligence, particularly tools like ChatGPT, has started impacting job interviews.

Asynchronous video interviews (AVI), in which a candidate responds to pre-recorded questions, have become a common selection method for organizations. This format allows candidates to participate at their convenience, without needing a real-time interviewer. However, the increasing accessibility of AI tools raises questions about fairness, integrity, and cheating in these interview settings.

The recent study “ChatGPT, Can You Take My Job Interview? Examining Artificial Intelligence Cheating in the Asynchronous Video Interview” delves into these issues, investigating how AI impacts candidate performance and perceptions during AVIs.

The Rise of AI in Job Interviews

The recruitment industry has seen a significant transformation with the advent of AI. From automating candidate screening to enabling predictive analytics for assessing future job performance, AI is reshaping the way companies hire talent. One of the latest concerns involves AI assistance in interviews, especially in AVIs, where nervous candidates may feel tempted to use AI tools like ChatGPT to generate their responses.

As discussed in previous articles, asynchronous video interviews have grown in popularity because they offer flexibility for both candidates and interviewers. Candidates record their answers to pre-set questions, and interviewers can review them at their convenience.

This format is handy for high-volume recruitment (global organisations, businesses opening new branches, companies with regular staff turnover IE hiring students) and geographically dispersed applicants. For highly skilled or paid roles, AVIs form the initial part of the recruitment process to reduce the number of human interviews (a cost-saving technique) for applicants who wouldn’t have made the cut.

Research Objectives: Exploring AI Cheating

The study by Damian Canagasuriam and Eden-Raye Lukacik provides the first examination of how AI cheating in AVIs can influence interview outcomes.

Specifically, the researchers sought to understand whether using AI tools like ChatGPT improves a candidate’s performance and how it affects other key factors, such as honesty ratings and procedural fairness.

The study was based on a pre-registered experiment involving 245 respondents from the online research platform Prolific. These participants were randomly assigned to one of three conditions:

1. **Non-ChatGPT Condition:** Candidates responded to interview questions without any AI assistance.

2. **ChatGPT-Verbatim Condition:** Candidates read AI-generated responses word-for-word.

3. **ChatGPT-Personalized Condition:** Candidates provided their résumé or contextual information to ChatGPT and modified the AI-generated responses before using them.

By comparing these groups, the researchers aimed to measure differences in overall interview performance, response content, delivery, perceived honesty, and procedural justice.

Key Findings: AI Boosts Performance but Raises Ethical Concerns

One of the most notable findings of the study is that candidates who used AI assistance, particularly in the ChatGPT-Personalized condition, received significantly higher scores on overall performance and content. This suggests that AI-generated responses are generally more articulate and well-structured than human-generated responses, potentially giving AI users an advantage in the interview process.

The high scores suggest that the cross reference of the applicant’s resume against the contextual information (the job spec) creates more relevant answers. The two of the three rules for a successful interview outcome are 1) identify the job criteria and 2) be a self-promoter.

However, the study also found some drawbacks to using AI in interviews. While AI-assisted candidates performed better in terms of content, their response delivery ratings (i.e., how well they communicated their answers) were not significantly different from those of the non-ChatGPT group. This indicates that the AI-generated content did not necessarily make candidates appear more convincing or engaging in their delivery.

These findings relate to research into impression management – your interview identity, where tonality, body language, word choice, humour, confidence, rapport, and communication style in general, impact the likeability factor influencing the employer’s view of the candidate’s credibility. The third rule of a successful interview is 3) communicate with confidence.

More importantly, both AI conditions received lower honesty ratings than the non-ChatGPT group. This suggests that interviewers or evaluators were able to sense the lack of authenticity in AI-generated responses, even if they couldn’t pinpoint exactly why.

Honesty is a crucial factor in job interviews, and a dip in perceived integrity could negatively impact candidates who rely heavily on AI tools. Four out of the sixteen interview identities are formed when a candidate is perceived as knowledgeable and/or experienced due to the content of the (AI-prompted) interview answer but delivered with poor communication, including the ‘indifferent interview identity’.

Furthermore, candidates in both ChatGPT conditions rated the interview process lower in terms of procedural justice. This indicates that even those who used AI felt that the process was less fair, potentially because they were aware that they were not fully representing themselves. This dissatisfaction with the process may affect their overall perception of the employer and could lead to negative candidate experiences.

Implications for Employers: Fairness and Integrity

For employers, these findings raise important questions about the validity of AVIs as a selection tool in the age of AI. If candidates are using AI to improve their responses, it becomes difficult to determine whether the interview truly reflects the applicants capabilities or if it’s a reflection of AI’s language generation prowess.

Employers may need to reassess their reliance on AVIs and consider whether these interviews can accurately assess a candidate’s potential. In addition, AI detection measures may become necessary to maintain the integrity of the process. Tools that can identify AI-generated content or discrepancies between a candidate’s résumé and their interview responses could help mitigate AI cheating. However, these measures could also introduce new ethical concerns, such as privacy invasion or over-scrutiny of candidates’ personal data.

Moreover, interviewers may need to be trained to focus more on qualitative aspects of the interview, such as authenticity and emotional intelligence, rather than solely on the content of the responses. This shift could help ensure that interviews continue to assess the human qualities that are essential for many roles.

Implications for Job Seekers: The Ethics of AI Assistance

For job seekers, the temptation to use AI tools like ChatGPT in interviews is understandable, especially when facing tough competition. This is especially true for anxious interviewees who may look for a shortcut to help boost their morale during the recruitment process.

AI can help candidates craft more polished and compelling answers, improving their chances of success. However, the study highlights the potential risks of relying too heavily on AI. There are other AI tools that can help job seekers prior to the job interview including Linked-In interview preparation AI tool which helps prepare candidates for job interviews by measuring not only the content of their interview answers but also the applicant’s communication style; filler words, word count, and sensitive phrases.

One key concern is that interviewers may perceive AI-generated responses as dishonest, even if they can’t explicitly identify the use of AI. This perception could harm a candidate’s reputation and lead to lower ratings in areas like integrity and trustworthiness—qualities that are often critical in hiring decisions.

Additionally, candidates who use AI tools may experience feelings of guilt or dissatisfaction with the interview process. If they feel that they are not accurately representing themselves, they may question whether they truly deserve the job, leading to imposter syndrome or a lack of confidence in their abilities.

For those who choose to use AI assistance, the challenge lies in striking the right balance between leveraging AI for improvement and ensuring that their responses remain authentic and personal. Candidates should view AI as a tool to refine their communication, rather than as a crutch that does all the work for them.

A mix of AI assistance and a human mock interview could give the greatest advantage to a job applicant.

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Broader Ethical Considerations: The Future of AI in Recruitment

The rise of AI in recruitment presents a broader ethical dilemma: To what extent should AI be allowed to influence the hiring process? On the one hand, AI can help level the playing field by providing candidates with tools to express themselves more effectively, especially for those who may struggle with language or articulation. On the other hand, if AI-generated responses dominate interviews, the process may become more about evaluating AI’s capabilities than assessing the candidate’s own skills and personality.

There is also the risk that over-reliance on AI could lead to a lack of diversity in responses. AI tools like ChatGPT are trained on large datasets, which may not fully capture the nuances of individual experiences, particularly for underrepresented groups. If AI-generated responses become the norm, there is a danger that interviews could lose the diversity of thought and perspective that is essential for innovation and problem-solving.

Employers and candidates alike will need to navigate these ethical challenges as AI continues to evolve and become more integrated into the recruitment process. Clear guidelines and transparency about the use of AI in interviews could help maintain fairness while allowing candidates to benefit from AI tools in a way that enhances, rather than replaces, their own abilities.

Conclusion: Navigating the AI-Assisted Future of Recruitment

As AI becomes more prevalent in job interviews, both employers and candidates will need to adapt. Employers must find ways to ensure that interviews remain a reliable measure of a candidate’s potential, while candidates must carefully balance the benefits of AI assistance with the need to remain authentic and trustworthy.

The future of recruitment will likely involve a combination of human judgment and AI-enhanced tools. The challenge lies in ensuring that this combination enhances the process without compromising the values of fairness, diversity, and integrity that are essential for effective hiring.

Source:

Canagasuriam, D. and Eden?Raye Lukacik (2024). ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview. International journal of selection and assessment. doi:https://doi.org/10.1111/ijsa.12491.

Delaney, C. (2021). What Is Your Interview Identity. MX Publishing.

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Leveraging Psychological Tricks to Ace the Job Interview

In today’s competitive job market, only the strongest interviewees are offered high-paying roles.

While stating job experience and qualifications on the application form will get you a job interview it is the persuasive communication skills of the career professional that lands a job offer. The interview is where you truly make your case. Interviews are more than just answering questions—they’re about persuasion, impression management, and connecting with your interviewer on multiple levels.

Understanding psychological principles will give the savvy candidate an edge over the competition. The article explores how psychological tricks, rooted in the science of persuasion and social psychology, can increase an interviewee’s ability to win over the interview panel.

Cialdini’s Principles of Persuasion in Job Interviews

You can’t write an article on the psychology of persuasion without quoting Cialdini.

Reciprocity: Building Rapport by Giving (and then receiving)

The principle of reciprocity is simple: people feel obligated to return favours.

In an interview setting, reciprocity has to be subtle. By offering something of value to the interviewer—whether it’s information, insight, or a genuine compliment can create an overwhelming need for the interviewer to offer something in return for the initial ‘gift’. 

For instance, during a discussion about the company’s challenges, offering a thoughtful idea or a unique perspective can create a sense of reciprocity. The interviewer might feel more inclined to view you favorably because you’ve provided something of value that they can use.

Authority: Presenting Yourself as an Expert

Interviewers are looking for candidates who can bring expertise to their roles.

By subtly establishing yourself as an authority in your field, you can significantly enhance your appeal. This doesn’t mean bragging; instead, it involves demonstrating your knowledge through well-prepared, detailed answers. Citing relevant experience, referring to industry standards, or mentioning certifications can all help establish your authority.

The interview prediction grid model (interview identity test) explains how being seen as a confident expert (charismatic interview identity) in the recruitment process vastly increases the chances of a candidate being offered the advertised role. The key is to balance confidence with humility, ensuring you come across as knowledgeable but not arrogant (egocentric interview identity).

Social Proof: Leveraging the Power of Testimonials and References

Social proof, the idea that people look to others to determine what is correct, can be powerful in an interview.

Providing examples (embedding the examples within the job interview answer) of positive feedback from previous employers, clients, or colleagues can reinforce your suitability for the job.

In addition, persuasive applicants will reference LinkedIn recommendations or bring up relevant endorsements which subtly remind the interviewer that others have recognized the candidate’s abilities. Many employers look at candidates LinkedIn profile prior to the interview and the applicant’s content, posts, and any recommendations create either a ‘halo’ or ‘horns effect.

It is also powerful to discuss how another employer has already offered the applicant a job, as this creates scarcity of persuasion as well as social proof.

Social proof not only boosts an interviewee’s credibility but also aligns with the interviewer’s desire to select a candidate validated by others.

Liking: Building a Personal Connection

People are more likely to say yes to someone they like.

During an interview, finding common ground with the interviewer can be invaluable. Common ground could be something as simple as a shared interest, or a similar career path, or any commonality (attended the same university, both eat at the same restaurant, or watch the same TV programme – all personal information that is easy to find on social media platforms once a job seeker has the interviewers name).

Engaging in light, relevant conversations about these topics can make the interviewee more likable. However, authenticity is crucial; forced attempts to connect can have the opposite effect.

In addition, showing genuine interest in the interviewer and the company culture can foster a positive, likable impression.

Scarcity: Highlighting Your Unique Qualities

Scarcity, the idea that people value what is rare, can be used to a career professional’s advantage by highlighting what makes them uniquely qualified for the position.

Whether it’s a rare skill set, a unique experience, a track record of being successful in the sector, or an uncommon perspective, emphasizing these aspects can make you stand out. For example, if you have experience in a niche area that the company is looking to expand into, make sure to bring this to the forefront during your interview.

Remember the other job applicants are likely to have a similar level of academia, experience, and knowledge, what the persuasive interviewee offers is something unique and valuable in addition to the norm.

Consistency: Aligning with the Company’s Values

People like to see consistency in others’ behaviour and beliefs.

In an interview, this means aligning your answers and examples with the company’s core values and mission. Researching the company thoroughly beforehand will help you tailor your responses to reflect these values.

If a company values innovation, for example, sharing past experiences where you brought new ideas to life can show that you’re a good fit. Consistency between what you say and what the company stands for can significantly strengthen your candidacy.

Cognitive Biases in Interviews

Halo Effect: Making a Strong First Impression

The halo effect is a cognitive bias where an initial positive impression influences subsequent judgments.

In a job interview, the first few minutes are crucial in setting the tone for the rest of the conversation. A confident handshake, a warm smile, and professional attire contribute to a strong first impression.

Preparing a succinct, compelling introduction about yourself that highlights key strengths can also help trigger the halo effect. Once the interviewer has a positive initial impression, they are more likely to view the rest of your responses through that favourable lens.

Warning: the horns effect is the opposite of the halo effect, a first bad impression (sweaty handshake, stuttering introduction, and weak body language) will create a negative lens that all interview answers are filtered through.

Anchoring: Setting the Tone for Key Discussions

Anchoring refers to the tendency to rely heavily on the first piece of information encountered when making decisions.

This piece of psychology can be used to the applicant’s advantage in an interview by setting the tone early by discussing a key success, or a unique selling point, something that the employer requires.

In a similar vein, when asked about your experience, starting with the most impressive achievement can set a high standard for the rest of the interview.

The technique is also used during salary negotiations. For example, if salary is discussed, mentioning a higher figure early on can serve as an anchor, making subsequent negotiations more favorable to you.

Confirmation Bias: Reinforcing Positive Assumptions

Confirmation bias is the tendency to search for, interpret, and remember information in a way that confirms our own preconceptions.

As an example, If an interviewee can create a positive perception early in the interview, confirmation bias may cause the interviewer to focus on aspects of their responses that reinforce the interviewers positive view, creating a self-fulfilling prophecy.

Subtly guide this process by consistently tying the interview answers back to stated strengths and experiences that align with the job requirements. Remember the three rules for a successful job interview are 1) identify the job criteria, 2) be a self-promoter 3) communicate with confidence.

By reinforcing the interviewer’s positive assumptions, the candidate will be remembered by the interviewer more favorably (and stated weaknesses that slip out during the interview will be subconsciously dismissed).

Nonverbal Communication: The Silent Influencer

Body Language: Conveying Confidence and Openness

Much research shows how body language can significantly influence how a person is perceived in an interview.

Open, confident postures – sitting up straight, leaning slightly forward, and using hand gestures when speaking—can convey confidence and self-assurance.

Avoid closed-off gestures such as crossing your arms, which can make you appear defensive.

Smiling (naturally not forced) and nodding occasionally when the interviewer speaks can also signal an attentive and agreeable candidate.

Eye Contact and Mirroring: Establishing Trust

Maintaining appropriate eye contact is crucial in building trust and rapport during an interview.

Eye contact shows confidence and sincerity. However, it’s important to strike a balance as too much eye contact can be perceived as aggressive, while too little can suggest insecurity.

Mirroring (subtly mimicking the interviewer’s body language), can also create a subconscious rapport. For example, if the interviewer leans forward, the candidate can mirror the same a few moments later. Mirroring can also be used verbally; mimicking tonality, volume, and word choice.

The mirroring technique can make the interviewer feel more comfortable and connected to the job applicants, increasing their chances of being remembered positively.

Hand Gestures: Enhancing Verbal Communication

Using hand gestures while speaking can make an interviewee’s verbal communication more engaging and memorable as research suggests that people who use hand gestures are often perceived as more energetic and enthusiastic.

Hand gestures can be particularly useful when explaining complex ideas or discussing your experiences. However, it’s essential to keep gestures natural and not overdo them, as excessive movement can be distracting.

Impression Management Techniques

Self-Promotion: Highlighting Your Achievements Effectively

Self-promotion involves presenting accomplishments in a way that highlights your competence without coming across as boastful.

When discussing achievements, focus on how the achievements benefited your previous employers and what you learned from those experiences.

For example, instead of saying, “I was the top salesperson,” you might say, “I consistently exceeded my sales targets by doing X, which contributed to a 20% increase in revenue for the company. An alternative way to achieve sales targets was to do Y but the negative impact of this approach was Z, which is why on this occasion I chose the first approach” This not only highlights your success but also demonstrates your understanding of its broader impact.

Ingratiation: Sincerely Complimenting the Interviewer or Company

Ingratiation involves using flattery or compliments to increase your likability.

While flattery is effective (everyone enjoys being praised), it’s important to be sincere.

Complimenting the interviewer on something specific—like their insights during the interview or the company’s recent achievements can create a positive atmosphere.

However, over-complementing or making insincere comments can backfire, making you seem disingenuous. The key is to find opportunities to express genuine admiration or respect without overstepping.

Emotional Intelligence: The Key to Managing Interactions

Self-Regulation: Staying Calm Under Pressure

Job interviews for most are very stressful.

Stress leads the job applicant to act in a way that doesn’t show their true selves, and therefore what the candidate can offer the organisation if they are successful in the recruitment process.

Emotional intelligence plays a critical role in how a career professional handles the stress and pressure of a job interview.

Self-regulation, a key component of emotional intelligence, involves managing your emotions and staying composed.

Techniques like deep breathing or visualization can help calm a person’s nerves before and during the interview. Repetition – attending many job interviews or undertaking mock interviews creates calmness through familiarity (knowing what to expect).

By maintaining composure an interviewee can think more clearly, respond more effectively, and project genuine confidence.

Empathy: Understanding the Interviewer’s Perspective

Empathy -the ability to understand and share the feelings of another, can be a powerful tool in an interview.

By considering the interviewer’s perspective (what they’re looking for in a candidate, their concerns, and their goals, the company values, leadership styles)a savvy candidate can tailor their responses to address the needs of the employer. Rule one for a successful job interview outcome, identify the job criteria.

For example, if  the interviewer is concerned about a gap in an applicants employment history, the candidate can proactively address it by explaining how they used that time productively through, as an example, returning to education.

Being aware of the interviewer’s emotional response to an interview answer can help the interviewee change, adapt or build on the answer depending on their understanding of the employer’s feelings.

Also, demonstrating empathy shows that you are not only a good communicator but also attuned to others’ needs. A vital skill in some job roles.

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Conclusion

By understanding and applying principles of persuasion, managing cognitive biases, using effective nonverbal communication, and leveraging emotional intelligence during a job interview will significantly increase the chances of a career professional gaining a job offer. 

The techniques discussed will help an interviewee present their best self, making a strong impression. While psychological techniques can give you an edge in job interviews, it’s important to use them ethically. The goal is to present yourself authentically and build genuine connections.

Remember, the key is not just to be prepared, but to be self-aware and responsive to the dynamics of the interview process. With these insights, a job hunter will be well-equipped to navigate your next job interview with confidence.

References

  1. Cialdini, R. B. (2007).Influence: The Psychology of Persuasion (Revised Edition). Harper Business.
    • Cialdini’s book is a foundational text in understanding principles like reciprocity, authority, and social proof, which are crucial in persuasive communication, including job interviews.
  2. Judge, T. A., & Cable, D. M. (2004). The effect of physical height on workplace success and income: Preliminary test of a theoretical model. Journal of Applied Psychology, 89(3), 428-441.
    • This study explores how first impressions, including nonverbal cues like height, can influence perceptions of authority and competence in professional settings, such as job interviews.
  3. Todorov, A., Mandisodza, A. N., Goren, A., & Hall, C. C. (2005). Inferences of competence from faces predict election outcomes. Science, 308(5728), 1623-1626.
    • Discusses how first impressions based on facial appearance can impact judgments of competence, relevant to the halo effect in interviews.
  4. Guthrie, C., & Diekmann, K. A. (2007). Cognitive biases in negotiator judgment: An experimental study. Negotiation Journal, 23(2), 105-119.
    • Explores various cognitive biases, including anchoring and confirmation bias, which are applicable in interview settings when setting expectations and reinforcing positive perceptions.
  5. Ekman, P., & Friesen, W. V. (1969). Nonverbal leakage and clues to deception. Psychiatry, 32(1), 88-106.
    • This classic study on nonverbal communication is useful for understanding how body language can reveal underlying emotions and intentions during interviews.
  6. Goffman, E. (1959).The Presentation of Self in Everyday Life. Anchor Books.
    • Goffman’s work on impression management provides a theoretical foundation for understanding how individuals present themselves in social interactions, including job interviews.
  7. Goleman, D. (1995).Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
    • Goleman’s book introduces the concept of emotional intelligence, which is key in managing one’s emotions and understanding others during high-stakes situations like job interviews.
  8. Rafaeli, A., & Sutton, R. I. (1990). Busy stores and demanding customers: How do they affect the display of positive emotion? Academy of Management Journal, 33(3), 623-637.
    • This study explores how emotional displays can influence perceptions in professional settings, relevant to the discussion of self-regulation and empathy in interviews.
  9. Kacmar, K. M., & Ferris, G. R. (1991). Perceptions of organizational politics scale (POPS): Development and construct validation. Educational and Psychological Measurement, 51(1), 193-205.
    • Explores the role of impression management in organizational contexts, providing insight into tactics like self-promotion and ingratiation during interviews.
  10. Bargh, J. A., & Chartrand, T. L. (1999). The unbearable automaticity of being. American Psychologist, 54(7), 462-479.
    • Discusses the automatic nature of social behavior, including mirroring and other nonverbal communication strategies that can be employed in interviews.

Chris Delaney (2021) Book: What is your interview identity

  • Explains the structured job interview process, unconscious bias and how an interviewee can present the best version of themselves

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The Science of Job Interviews: Insights from Scholarly Research

Employers understand that job interviews are the critical component of the hiring process, serving as a key mechanism for employers to assess candidates’ suitability for a position.

The fact that no-one employer has found the perfect processing that results in the hiring of their first-choice candidate has led, over the years, to extensive research.

This research has been conducted to understand the intricacies of job interviews, from the structure and format to the biases and perceptions that can influence hiring outcomes.

We have collated the key points from a range of academic research on job interviews, providing hiring managers with the insights into how the major findings from scholarly articles can be optimized for better hiring decisions.

1. Introduction to Job Interviews

The Role of Job Interviews: Job interviews are designed to evaluate a candidate’s skills, experience, and cultural fit within an organisation.

The interview, 1-2-1, panel interview, or more recently video interview – the traditional question and answer job interview format, are used across various industries and at all job levels, for part or full time positions, and for low-level to high-level job roles.

Types of Job Interviews: Interviews can be structured (formal), semi-structured, or unstructured (informal).

Structured interviews, where each candidate is asked the same set of questions and scored against a pre-written scoring criteria, are often found to be more reliable and valid predictors of job performance compared to unstructured interviews.

2. Structured vs. Unstructured Interviews

Research on Structured Interviews:

  • A comprehensive review by Huffcutt and Arthur (1994) found that structured interviews are significantly more reliable than  a unstructured recruitment process.
  • The structured interview reduces the variability in interviewers’ ratings and enhance the objectivity of the hiring process.
  • McDaniel et al. (1994) conducted a meta-analysis showing that structured interviews have higher predictive validity for job performance.

Advantages of Structured Interviews:

  • Consistency: All candidates are evaluated using the same criteria, often using as coring system, making the process fairer.
  • Reliability: Structured interviews provide consistent results over time.
  • Legal Defensibility: They are less likely to be challenged in court as they adhere to standardized procedures.

Challenges with Unstructured Interviews:

  • Bias: Unstructured interviews are prone to interviewer biases, such as halo effects or similarity-attraction biases.
  • Inconsistency: Different interviewers may focus on different aspects of the candidate’s responses, leading to inconsistent evaluations.

3. Biases in Job Interviews

Gender and Racial Bias:

  • Research by Koch, D’Mello, and Sackett (2015) highlights the persistent issue of gender bias in interviews, where women are often rated lower than men for the same qualifications.
  • Studies on racial bias, such as those by Bertrand and Mullainathan (2004), demonstrate that candidates with ethnic-sounding names are less likely to receive callbacks for interviews, indicating a systemic bias in the hiring process.

Strategies to Mitigate Bias:

  • Structured Interviews: As previously mentioned, structured interviews help mitigate biases by standardizing questions and evaluation criteria.
  • Training: Interviewer training programs can raise awareness about unconscious biases and provide strategies to reduce their impact.
  • Blind Hiring: Removing identifiable information (e.g., names, gender) from applications can help ensure candidates are evaluated based on their qualifications alone.

4. Applicant Reactions to Interview Formats

Perceptions of Fairness:

  • Research by Bauer et al. (2001) shows that candidates perceive structured interviews as fairer and more job-related than unstructured interviews.
  • Fairness perceptions are crucial as they can influence a candidate’s willingness to accept a job offer and their overall view of the organization.

Candidate Experience:

  • Chapman and Zweig (2005) found that a positive interview experience can enhance a candidate’s attraction to the organization. This includes clear communication, respectful treatment, and timely feedback.

Impact on Diversity and Inclusion:

  • Structured interviews can support diversity and inclusion efforts by providing a level playing field for all candidates.
  • Studies like those by Ployhart and Holtz (2008) suggest that when properly implemented, structured interviews can help organizations build a more diverse workforce.

5. Behavioral and Situational Interviews

Behavioral Interviews:

  • Based on the premise that past behavior predicts future performance, behavioral interviews ask candidates to describe previous experiences related to job competencies.
  • Taylor and Small (2002) found that behavioral interviews are effective in predicting job performance and reducing biases.

Situational Interviews:

  • Situational interviews present candidates with hypothetical scenarios and ask how they would handle them.
  • Latham and Sue-Chan (1999) suggest that these interviews are particularly useful for assessing problem-solving skills and judgment.

Comparative Effectiveness:

  • A meta-analysis by Huffcutt, Conway, Roth, and Stone (2001) indicates that both behavioral and situational interviews have strong predictive validity, with slight differences depending on the job context and competencies being assessed.
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6. Technological Advances in Job Interviews

Video Interviews:

  • The rise of video interview platforms has transformed the recruitment landscape. Research by Chapman and Webster (2003) highlights the convenience and cost-effectiveness of video interviews, though they may present challenges such as technical issues and reduced personal interaction.
  • Covid impacted the commonality use of video interviews which are now viewed as the norm.

AI and Automation:

  • AI-driven interview tools are increasingly being used to assess candidates’ responses and non-verbal cues.
  • Studies like those by Chamorro-Premuzic et al. (2016) emphasize the potential of AI to enhance objectivity, though ethical considerations and transparency are critical.

Virtual Reality (VR) Interviews:

  • Emerging technologies like VR are being explored for immersive interview experiences.
  • Slater and Sanchez-Vives (2016) suggest that VR can provide realistic job previews and assess candidates in simulated environments.

Conclusion

The familiar question and answer type Job interview remains a fundamental part of the hiring process, with ongoing research continually enhancing our understanding of best practices to support hiring managers to recruit the most suitable candidate.

Structured interviews, awareness of biases, positive candidate experiences, and technological innovations are key factors that contribute to more effective and equitable hiring decisions. By incorporating insights from scholarly research, organizations can improve their interview processes , leading to better hiring outcomes and a more diverse and competent workforce.

References

  • Bauer, T. N., Truxillo, D. M., Paronto, M. E., Weekley, J. A., & Campion, M. A. (2001). Applicant reactions to different selection procedures: Are applicants more favorable to face-to-face interviews?
  • Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination.
  • Chapman, D. S., & Zweig, D. I. (2005). Developing a nomological network for interview structure: Antecedents and consequences of the structured selection interview.
  • Huffcutt, A. I., & Arthur, W. Jr. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs.
  • McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). The validity of employment interviews: A comprehensive review and meta-analysis.
  • Taylor, P. J., & Small, B. (2002). Asking applicants what they would do versus what they did do: A meta-analytic comparison of situational and past behavior employment interview questions.
  • Koch, A. J., D’Mello, S. D., & Sackett, P. R. (2015). A meta-analysis of gender stereotypes and bias in experimental simulations of employment decision making.
  • Chris Delaney (2021) Book: What is your interview identity
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The Best Way To Interview

The wrong hiring decision can cost an organisation, not only financially – A study conducted by the Society for Human Resources Management (SHRM), found that is can cost up to five times a bad hire’s annual salary, but also productively: Research into the positive and negative effects of recruitment at the National Business Research Institute (NBRI) found that  37% of bad hires affected employee morale and 18% of employers found that a bad hire had a direct negative impact on client relationships

The number one reason for bad hiring practices is an employer’s job interview process. This includes a lack of due diligence, interviewers’ assumptions and unconscious biases, and, offering roles based on the applicant’s personality (the nice person) rather than the interviewee’s competences.

Tweaking the interview process is easy to implement and will have a positive impact on future hires.

These 5 job interview steps will help you make the best hire.  

  1. Implement a structured job interview

Much research proves how a structured job interview over an informal job interview improves the rate of a positive hire.

  • A structured job interview is the process of asking job interview questions that have a direct relevance to the job role – this sounds obvious, but during an informal job interview it is easy for the conversation (which is unplanned and more free-flowing) to go off on a tangent.
  • Each job applicant is asked the same, on average 8-10, job interview questions.
  • All questions are marked on a pre-agreed grading system. Each grade will have a list of criteria the interviewee must cover during their interview answer to receive a particular score.
  • This logical approach results in the highest-scoring person being offered the job role.
  1. Have multiple interview rounds (for higher-paid roles)

Commonly, an interview panel (2-3 interviewers) conduct the job interview. The idea behind this practice is designed to create a fair process, as each interviewer individually scores each applicant, before comparing scores.

One issue with the interview panel is that people will often alter their allocated scores based on what the (natural) group leader decides. In short, humans make judgements based on what they believe other people want to hear. Psychologically, people never want to be seen by others as doing something ‘wrong’ even a personal judgment.

Multiple interview rounds delivered by different hiring managers, especially for senior roles and high-paid positions, result in a better hire – a better higher is the applicant’s actually ability to perform well once employed. This is due to similar questions being asked in several structured job interviews (and often one informal job interview and/or assessment round) by various professionals who can review interview answers from different perspectives.

  1. Spread interviews out

Most organisations during the recruitment window will offer interviews to candidates over the short period of 1-2 days. On average 8 people are offered job interviews for every advertised position, with each interview lasting around 45-60 mins. This back-to-back recruitment practice is tiring for the interview panel, which can negatively affect the decision-making process.

The solution is to have one, or maybe two interviews scheduled a day with flexibility between interviewees to allow, if needed, an interview to run over. Asking additional questions to gather more information and details, rather than sticking strictly to the initial set of questions can ‘open up’ an applicant allowing the interview panel to more easily predicted that persons job performance, and fit within the team.

Asking ‘what was your role in that example?’ or ‘ how did you come to that solution?’ or ‘what mistakes did you make before you were successful?’ to a pre-set interview question gathers more intelligence.

  1. Give a task

They say a picture paints a thousand words. But if you talk the talk can you walk the walk?

For many job roles, a key part of the required task will be a particular action; from writing risk assessments to completing calculations, from problem-solving to selling, from cooking to code-breaking. If the main task is something that can be tested, test it.

Set the task in real conditions, using a task the applicant would be doing once employed, and check their ability to complete the required job duties.

Evolve the mind book on Amazon
  1. Think about the team culture

A new hire can make or break an existing team. Hiring a new employee can add some spice to the team, creating a new energy, new motivation, and a new purpose. Famously the difference between Steve Jobs being rehired at Apple compare to the period when Jobs wasn’t employed was the difference in why we still view Apple products as a consumer favorite.

One of the interview stages must be questions to review the employee’s temperament and to match that to the team culture. Team culture interview questions can include:

  • Are you a goal or problem-orientated person?
  • Do you work better within a team or on your own?
  • What motivates you the most, starting or finishing a task?
  • What’s the most important thing to you in a job?
  • How do you describe your role within a team?

Recruitment has changed over the past 10 years, career professionals are more likely to quit than to work in a job they dislike, many employees job-hop every 3-5 years, and first-choice hires will decline not only job offers but job interviews if they deem them not worthy. The job interview itself is one of the ways an applicant will decide of they are likely to take an offered role. As well as having to balance the design of the recruitment process to be seen as a good hire, employers must think about an interview process that ensures they hire an individual that will not only fit within their existing team but that will add value to the organisation.

The 5 step interview process

Implementing the 5 simple interview steps; a structured multiple-round job interview, within team, and job-directed questions over a period of time allows an employer the time and space to recruit someone worthy of their advertised salary.

In a job interview, positive body language complements verbal communication and significantly impacts how you are perceived by interviewers.

Demonstrating confidence, professionalism, active engagement, and genuine interest through your non-verbal cues can leave a lasting impression and differentiate you from other candidates.

Remember to maintain eye contact, use appropriate hand gestures, and be mindful of your posture throughout the interview. A warm and genuine smile can convey enthusiasm and likability. By mastering positive body language, you enhance your chances of success in job interviews and project yourself as the ideal candidate for the role.

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Free Online Job Interview Course

The free 6-part online job interview course will help you gain the skills and knowledge to be successful in the recruitment process.

Each module is designed to build upon the last, increasing your likelihood of gaining more job offers. The course has been designed and created by Author and Interview Coach Chris Delaney.

The course will help you to pass more job interviews and make you more confident at ‘selling’ yourself

  • Become skilled at communicating your competencies confidently – this creates a higher score on the interview scorecard increasing the number of job offers you can receive
  • Learn how to relax before a job interview, giving you the confidence to share your knowledge and expertise during the recruitment process – be the best version of yourself in the job interview
  • Gain the knowledge to sell yourself. We will share interview answer structures, rapport-building techniques and explain what the employer wants to hear during the job interview – you will learn the psychology of the interview process

The course will ignore the basic advice that can be found on a million websites; research the company, prepare for the interview, and have a good night’s sleep. Instead, the course curriculum is based on the findings from a number of job interview academic research papers and psychology findings, to help the savvy interviewee to stand out from the crowd.

The three rules for a successful job interview outcome are:

  1. Identify the job criteria
  2. Be a self-promoter
  3. Communicate with confidence

A published author, job interview trainer, and interview coach, Chris Delaney, will share his 20 years of experience to help you improve your job interview performance. Chris Delaney specialises in advanced job interview techniques, and as a hypnotherapist, helps clients overcome their job interview fears and anxiety.

Identify the job criteria

  • Learn how to predict the job interview questions
  • Learn how to structure any interview answer
  • Learn how to take advantage of the structured job interview

Be a self-promoter

  • Learn how language can impact the interview outcome
  • Learn how the interviewer perceives you – take the interview identity test
  • Learn how to sell yourself with each interview answer

Communicate with confidence

  • Overcome interview anxiety quickly
  • Increase communication confidence in face-to-face and virtual job interviews
  • Build rapport with interviewers to increase likeability

Chris will share research on the job interview process and explain the hidden psychology in play that neither the applicant nor the interviewer is aware of, and how you can use this knowledge to your advantage.

Understand:

  • How unconscious bias affects the interview scorecard
  • What ‘what is beautiful is good’ bias is and how to use positive generalisations for your benefit
  • Why a structured interview is better placed to predict job performance than an unstructured job interview and how to win in a structured interview recruitment process

The ideal way to use this course is to watch each video in order, one video per week. The duration between the course modules allows students to practice the techniques described within the course helping the participant to increase their job interview skill set.

Module 1 – What Creates a Successful Job Interview Outcome?

Learn about the structure of a job interview, what makes a high-scoring interview answer, and the three rules for a successful job interview.

The module will also teach you how to speak more confidently, especially during a job interview presentation.

Module 2 – Unconcious Bias

Learn how unconscious bias affects all job interviews, the common types of biases within recruitment, and the power of a positive bias.

Module 3 – Understanding the Interviewer’s Behavior

Learn how the interviewer’s behavior affects the applicant’s interview, how an alfa interviewer needs winning over, and the power of a self-fulfilling prophecy

Module 4 – What Is Your Interview Identity?

Learn how an interview panel views the applicant (their interview identity) based on your perceived knowledge and confidence during the job interview.

Module 5 – Improve Your Interview Identity

Learn how to improve your interview identity, how to overcome anxiety when speaking in public, and what you can do to improve your level of job interview confidence

Module 6 – Interview Questions and Answers

Learn what type of interview questions you will be asked during the job interview, how to predict the job interview questions, and how to sell yourself throughout the job interview.

Also, learn what makes a high-scoring job interview answer that will result in more job offers.

The ‘what is your interview identity’ book is available from Amazon:

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Positive Body Language in a Job Interview: How Non-Verbal Cues Can Make a Lasting Impression

A job interview is a crucial opportunity to showcase the required skills, experiences, and personality traits, that meet the requirements of the job criteria, to a potential employer.

While verbal communication (including words, volume, and tonality) plays a significant role in landing a job offer, it is essential not to overlook the power of non-verbal cues, particularly body language.

Body language refers to gestures, facial expressions, and physical cues displayed by an individual – stance, how you hold your head, and the position you take when sitting in a chair.

Positive (or open) body language can enhance your chances of success in a job interview by conveying confidence, professionalism, and a genuine interest in the role. This is because an interviewee who feels confident will express their confidence levels in their body language.

At the subconscious level, the interviewer will believe the applicant is relaxed, open, approachable, and confident. Positive and open body language creates rapport and trust, and tells the recruiter that the individual in front of them is suitable for the role.

In turn, the interview panel, through the candidate’s non-verbal ques also feels at ease during the interview process, which leads to individual interviewers asking more follow-up questions and scoring interview answers high due to the positive outcome of the halo effect.

The Impact of Body Language in Job Interviews

The key to positive interview body language is creating the impression of a confident and competent potential employee.

Ideally, the two Cs impression – confidence and competence should be natural. After all, the recruitment process is about asking the applicant questions about their own experiences and their knowledge.

In reality, most job hunters create an ‘all or nothing’ scenario – ‘if I don’t pass the job interview my life is over!!!!’ creating excessive levels of stress which leads to memory loss, short stumbling answers, and an increase in filler words and self-disclosed weaknesses.

Research from Amy Cuddy, a social psychologist and professor at Harvard University, who became famous for giving a Ted Talk on ‘your body language may shape who you are’ shows how body language links to hormone levels and our emotional reactions.

When body language is open, testosterone (dominance hormone) goes up, and cortisol (stress hormone) reduces.

Stress, naturally, makes people close up – making ourselves look smaller. Job applicants see this all the time in the job interview waiting room, with nervous candidates crossing their arms, tucking their feet under the chair, head down, and touching the neck or face. These stress-related gestures cause our testosterone to decrease and cortisol levels to rise. 

Amy also found that standing in a positive and confident stance, even for a few minutes, can boost feelings of confidence, and might have an impact on our chances for success.

The confident stance technique also works when standing in a posture of confidence, even when you don’t feel confident.

Conveying Confidence and Professionalism

Positive body language exudes confidence and professionalism, two traits highly valued by employers.

More important, is how the non-verbal confident body language improves verbal communication.

The research undertaken by Amy found that after just a few minutes of holding a power postures (such as standing tall with your feet apart, chest open, and hands on your hips) people feel more confident and are more likely to act bolder than they would when stood within a stress posture.

In short, the body (stand confident) can influence the mind (feel confident), just as the mind (feel anxious) can influence the body (stress posture).

A firm handshake, maintaining eye contact, and sitting up straight signal that you are self-assured and capable. This can make a strong first impression and instill trust in your abilities.

Active Listening and Engagement

Active listening during a job interview is crucial to demonstrate your interest in the conversation, and therefore the job role.

Nodding occasionally, leaning slightly forward, and providing attentive facial expressions indicate that an applicant is actively processing the information being shared.

Confident individuals listen naturally, whereas a nervous job applicant worries about how they will be viewed, instead of active listening, will go inside themselves to think about a potential answer.

In any conversation, a person with high self-esteem will listen, think, and then speak. This is an external focus, compared to the internal focus of a stressed individual.

Listening, thinking, and speaking, create natural pauses during the two-way conversation. Again, the pauses created by a confident communicator signal confidence to the individuals on the interview panel.

Active Listening Creates Rapport

Listening is a key part of communication. Confident communication builds rapport, and rapport creates trust.

One way to check that an employer has favored an applicant is by observing both the applicant’s and the interviewer’s body language.

If the interviewer naturally starts to mimick the interviewee’s gestures (subtly mimicking their posture or hand movements) this is a sign that a strong rapport has been created.

Purposely mirroring the interviewer’s body language can also build rapport as the mirroring of movements creates a sense of familiarity and likability, fostering a positive impression.

In the main, body language should reflect the applicant’s enthusiasm for the job role. Using hand gestures to express your points, maintaining a warm and approachable facial expression, and leaning in when discussing exciting aspects of the role can highlight your genuine interest.

Someone with a real passion for the sector and job role will smile more; A warm and genuine smile can work wonders in a job interview and create a positive and memorable experience. Research has found that smiling conveys a positive attitude, approachability, and likeability. It helps build rapport with the interviewer

Evolve the mind book on Amazon

In a job interview, positive body language complements verbal communication and significantly impacts how you are perceived by interviewers.

Demonstrating confidence, professionalism, active engagement, and genuine interest through your non-verbal cues can leave a lasting impression and differentiate you from other candidates.

Remember to maintain eye contact, use appropriate hand gestures, and be mindful of your posture throughout the interview. A warm and genuine smile can convey enthusiasm and likability. By mastering positive body language, you enhance your chances of success in job interviews and project yourself as the ideal candidate for the role.

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Unveiling the Hidden Bias in Job Interviews: A Quest for Fairness and Diversity

Job interviews serve as critical gateways to employment opportunities, helping employers assess the skills and qualifications of potential candidates, while at the same time, allowing job applicants to showcase their suitability for the advertised job position.

However, beneath the seemingly objective facade of a fair interview lies the lurking shadow of bias, which can significantly impact hiring decisions.

Unconscious biases, stemming from preconceived notions and stereotypes, may inadvertently influence interviewers’ scores given to each job applicant.

This subconscious manipulation of interview data can often lead to the most suitable interviewee not being offered the role. This is because, the brain, to save time and energy, doesn’t allocate the same level of attention to each decision.

Understanding biases, how there are formed, and the various types of unconscious biases, can help foster a more inclusive and diverse workforce, who possess the required skills, qualities, and experiences required for a competitive organisation.

Understanding Bias in Job Interviews

Much research has shown how a structured job interview, the asking of predetermined interview questions to all candidates, with answers being assessed against a scoring criteria, is the best way to predict the job performance of each job applicant.

The flaw in the system is humans’ natural shortcut to decision-making, using generalisations, stereotypes, and beliefs based on previous experiences, which we call unconscious bias.

Bias refers to the inclination or prejudice towards specific individuals or groups, often stemming from implicit assumptions or stereotypes rather than objective judgment.

In a job interview, biases can arise from a myriad of factors, such as gender, race, ethnicity, age, appearance, and even the candidate’s surname. Other influencers include subtle aspects like accents, mannerisms, the interviewee’s choice of outfit, their perceived attractiveness (what is beautiful is good bias), or their confidence level.

Biases can lead to unfair treatment, discriminatory practices, and the exclusion of qualified candidates from job opportunities. This not only hampers individual career growth but also perpetuates inequalities in the workplace.

The average cost of a bad hire is up to 30% of the employee’s first-year earnings.

Source: Apollo Technical

Different Forms of Bias in Job Interviews

Halo and Horn Effect

The halo effect occurs when one positive attribute or impression about a candidate influences the interviewer’s perception of their other qualities.

Conversely, the horn effect works oppositely, wherein one negative attribute overshadows the candidate’s positive traits.

An example of the halo effect is when a job applicant has recorded the name of a prestigious university they attended on an application form. The interviewers short cut is ‘name of the prestigious university = intelligence’

This bias could be true, the candidate who attended a well-known higher education establishment may well have gained high grades, but without further inquiry, the truth could be much different:

  1. the applicant may have failed the exams
  2. the qualification is in an unrelated industry
  3. the student may have only just passed the qualification

A late interviewee could be affected by the ‘horns effect’. Being late for an interview is seen as a huge negative: ‘if you can’t turn up on time for an interview, then you are likely to be late once employed’.

Is a late applicant always a bad worker? What if the lateness was caused by an unlikely situation, like a crash on the motorway which resulted in the police closing down the motorway, does the ‘lateness equals a poor worker’ still apply?

Similarity Bias

The likability factor of a candidate increases if an interviewer finds a similarity between themselves and the applicant.

Similarity bias is common as humans create ‘in and out’ groups, and those that are in are in because they possess a similarity to the interviewer.

Humans are highly motivated to see themselves and those who are similar in a favorable light.

Source: neuroleadership

Interviewers may favor candidates who share similar backgrounds and experiences, inadvertently sidelining candidates from diverse backgrounds.

Similarities can include:

  • Sense of humor
  • Similar in appearance
  • Thought processes/belief systems
  • Cultural
  • Hobbies and interest

When it comes to the similar-to-me effect, this prototype is often our perception of ourselves. For example, if you wear glasses and believe that you are intelligent, when you see someone wearing glasses, you will think that they seem intelligent.

Source: the decision lab

Confirmation Bias

Once an opinion has been made, it is hard for that person to change their outlook.

Interviewers with a strong belief ‘this person doesn’t seem suitable for the role’ will, according to confirmation bias, seek information that confirms their preconceived notions about candidates’ abilities, rather than making an objective evaluation from their interview answers.

Confirmation bias in a job interview can be positive or negative, depending on the employer’s initial appraisal of the candidate which includes information from the Halo or Horns effect, similarity bias, and stereotypes.

Philosophers note that people have difficulty processing information in a rational, unbiased manner once they have developed an opinion about an issue

Source: britannica

Unconscious Stereotypes

Stereotypes, deeply ingrained in societal norms, can seep into the interviewer’s judgment, affecting the assessment of candidates from different demographic groups.

As an example, careers can be gender biased. The unconscious stereotype is ‘men or women are better suited to a particular job role’.

There is a general consensus in managerial and sociological research that certain occupations are gendered. For example, public relations, nursing, and teaching are considered “female-gendered” occupations, whereas stock trading, engineering, and construction are considered “male-gendered” occupations. 

Gender and the Economy

Even when an interviewer doesn’t truly believe the stereotype, the ingrained belief system has a subconscious influence on the employer’s decision-making process.

As mentioned previously, the structured job interview, the set of predetermined interview questions that are scored against set criteria, is easily influenced.

It’s common for the scoring process to be on a scale, let’s say a scale of 1-4, with points being the highest scoring answer, the answer that meets the job criteria in full.

Biases and stereotypes can influence the allocated score. If two applicants, one male, and one female, apply for a perceived masculine or feminine job role, the interviewer is likely to score the same answer one point higher or lower than the applicant with the opposite gender.

As the three highest-scoring interviews only have one or two points between them, being scored higher or lower for even one interview answer can be a deciding factor in who is offered the vacant position.

Mitigating Bias in Job Interviews

Many organisations are working hard to overcome the recruitment bias problem. Initially, human resource teams undertook mandatory unconscious bias training, which didn’t have a positive effect

The evidence against unconscious bias training is mounting. One recent meta-analysis of over 490 studies found that whilst training might raise awareness in a couple of weeks following, it did not lead to long-lasting behavioural change.

Fair HQ
Evolve the mind book on Amazon

Other research shows that voluntary attendance at unconscious bias training had a better outcome.

Instead, employers reflected on their interview processes and found ways to remove potential bais from the recruitment system.

  1. Standardize the Interview Process

As previously discussed, the most common form of the interview process is the structured interview format with a set of predetermined questions, ensuring that all candidates are evaluated based on the same criteria.

Previous to this, and still used in many organizations, is the ‘informal’ job interview. Asking ad-hoc questions to ‘get to know’ the applicant, and their values, behaviors, and temperament.

Much research has concluded that the most accurate way to predict the performance of potential employees is via the structured job interview.

  1. Blind Application

Conduct “blind” interviews by removing identifying information like names, gender, and educational institutions from job application forms.

The ‘blind’ application removes the halo and horns effect that could be created from the name of a university, the applicant’s age, or any commonality with the interviewer.

Having a ‘blind’ application allows the interview panel to focus solely on candidates’ qualifications, experiences, and qualities for the advertised job role.

In some companies, the person interviewing the applicant is different from the staff member who read and approved the job application forms.

  1. Diverse Interview Panels

Form diverse interview panels to bring a range of perspectives and reduce the influence of individual biases.

In large organizations, it’s common to have three or four interview rounds, where similar questions are asked by different interviewers. The interview answers, from all the interview rounds, are then analyzed and reviewed.

  1. Interview Times

The timing of the interview influences the interview outcome. Interviewers are tired at the end of a long day of interviewing or commonly feel more drained after dinner. To overcome the time problem, interviewers can interview just two applicants a day over a 5 day period instead of squeezing 10 interviews into one day of interviewing.

Another helpful solution is interviewing practice. Many interviewers are untrained and nervous. The first interviewee is affected by this, as the interview panel is less familiar with the interview questions at the start of a day of interviewing.

The number of follow-up questions, or their natural process for scoring the applicants, differs from the first to the last interview. Being able to practice asking structured job interview questions helps improve confidence through familiarity.

Periodically review and update interview practices, aligning them with the organization’s diversity and inclusion goals.

Recognizing and confronting bias in job interviews is crucial to building an inclusive and diverse workforce.

By understanding the different forms of bias, implementing strategies to mitigate its influence, and redefining the hiring process, organizations can pave the way for fairer, more equitable hiring practices.

Embracing diversity not only enriches the workplace but also fosters innovation, creativity, and ultimately, success for businesses in the ever-evolving global landscape.

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Mastering Asynchronous Video Interviews: Your Guide to Landing Your Dream Job

In the rapidly evolving landscape of job interviews, the latest craze in recruitment is asynchronous video interviews (AI bot online interviews).

Asynchronous video interviews (AVIs) have emerged as a popular screening method due to the low cost, compared to human intervention, for choosing suitable applicants from the thousands of job seekers that apply for the advertised job role.

This new recruitment technology allows an interviewee to record a live response to, on average , three behavioral-based job interview questions via a video portal.

For the applicant, the advantage is that they are allowed to record their interview answers at their convenience during a short period of two to three days. One applicant might complete their AVI at 09:00 am and another at 3:00 pm. As there is no human intervention from the employer’s side, interviews no longer need to take place during working hours.

However, navigating asynchronous video interviews requires a strategic approach to leave a lasting impression and increase your chances of landing that dream job. In this comprehensive guide, we will explore the ins and outs of asynchronous video interviews and provide valuable tips to help you shine in your next AI Bot online interview.

Understanding Asynchronous Video Interviews

What are Asynchronous Video Interviews?

Asynchronous video interviews is an online video interview with an AI interface. Candidates will open a recruitment webpage, sign in, and, using their video camera, participate in the interview.

The AI bot will, using text or audio, state a job interview question, before allowing a set duration for the applicant to record their interview answer. The duration is around 60-120 seconds.

Once the duration is up for each individual interview question, the AI bot will then move to the next interview question, even if the interviewee hasn’t finished speaking – so preparing and practicing short and succinct interview answers is a must.

Unlike traditional interviews, there is no real-time interaction with a human interviewer, making it more flexible and convenient for candidates.

It is also useful to understand the company’s values, mission, and recent achievements, as well as the responsibilities and requirements of the position. But, at this stage of the recruitment process, the AVI interview questions are normally based on the job role rather than questions around knowing the organization’s history or business objectives.

The Advantages of Asynchronous Video Interviews

Time Flexibility:

Candidates can choose when to record their responses, accommodating their schedules and allowing them to perform at their best. This can be morning, afternoon, or night. During a working day, bank holiday, or weekend, as long as it is within the time frame the employer sets out.

Location Independence:

Asynchronous video interviews eliminate the need for candidates to travel, enabling them to interview from anywhere with a stable internet connection.

Location independence also allows job hunters to attend the AVI even if they are holidaying abroad.

Preparing for an Asynchronous Video Interview

Research the Company and Job Role

Interview preparation is key when attending an AVI.

Begin your preparation by conducting thorough research on the company and the specific job role you are applying for.

Remember, in the main, an AVI is a screening interview. Successful candidates, once they pass the AVI stage will be asked to attend a structured job interview. You can predict what type of interview stages you will be asked to attend here.

Familiarize Yourself with the Technology

Ensure that you are comfortable with the video interview platform and its features.

Prior to the job interview, it is key to test your microphone, camera, and internet connection to avoid technical glitches during the actual interview.

The most important piece of advice to help prepare for an AVI, is to practice online AI interviews. There are many websites that offer free AI mock interviews that give you instant feedback, including one on Linked-in and Google.

As the saying goes practice makes perfect. For candidates who need more specific advice to pass the job interview, you can book an online (human) interview coach.

Create a Suitable Interview Setting

Choose a quiet and well-lit location for recording your responses.

Ensure that the background is free from distractions and presents a professional image.

Close down any other apps to reduce sound interference. An example of this is the ‘ping’ noise you hear when receiving a new email.

Ensure no one will walk into the room unannounced.

Think about the camera frame, ideally, use a shoulder-to-head frame. For more online interview tips click here.

Dress Professionally

Treat an asynchronous video interview like an in-person meeting and dress appropriately.

Wearing professional attire will help you feel more confident and leave a positive impression. Much research has looked at how dressing smart increases confidence.

Even though the AVI AI bot can be programmed to review eye contact, tonality, and even the candidate’s background, in most cases hiring decisions are based on the interview answer, not appearances.

Mastering Your Responses

Evolve the mind book on Amazon

Analyze the Questions Carefully

To pass any job interview a job applicant needs to follow the three rules for a successful interview.

Rule 1 – identify the job criteria

Rule 2 – be a self-promoter

Rule 3 – communicate with confidence

Read the job profile questions thoroughly and use the essential criteria, and your understanding of the job role, to help predict the potential job interview questions.

By understanding what the employer is looking for, a n interviewee can tailor each response in a self-promoting way.

Use the STAR or SAP Method

For behavioral questions, use the STAR (Situation, Task, Action, Result) or SAP (Situation, Actions, Positive Outcome) method to structure your responses effectively.

These interview answer structures, help applicants to create a concise and compelling story that showcases their abilities and accomplishments.

Having a simple structure during an AVI is important as the interview example is delivered in a logical format, and is easy to prepare and deliver within the set timeframe given for answering each question.

Be Concise and Engaging

As with all communication, be clear and to the point.

Avoid rambling or going off-topic, and reduce the use of filler words, and the number of times you stutter.

Practice diction, to ensure the AVI AI bot can clearly understand the words you are using.

Reviewing and Submitting Your Video Interview

In most cases, the candidate doesn’t have an opportunity to review their answers before submitting them. Some organizations do allow this, if this is the case, carefully review your recorded answers and edit any mistakes or areas for improvement. Ensure that your responses are well-polished and align with the desired message.

When starting the AVI, there is normally a chance for a practice interview question and answer (within the set timeframe) before moving on to the actual interview.

Use the practice session to check the audio, video, and communication issues (filler words etc) and keeping to the interview answer duration.

Follow Submission Guidelines

Adhere to the provided instructions for submitting your video interview. Double-check the deadline and ensure you complete all necessary steps.

Conclusion

By mastering the art of asynchronous video interviews and following the tips outlined in this guide, you can confidently approach your next job interview and increase your chances of landing your dream job.

Embrace the flexibility, leverage your research and preparation, and let your authentic self shine through the lens. Remember the AVI is a screening interview so, in the main, there are no complicated questions.

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Can You Predict The Type of Job Interview You Will Be Asked to Attend?

The recruitment process is becoming really tricky, with a wide range of different types of job interviews that are delivered by individuals, panels of experts, external recruitment companies, and even AI bots. Interviews can be virtual, face-to-face, or even in the Metaverse. Is it me or is getting a job becoming even more complicated?

Here is a long list of the various types of job interviews that a job seeker will have to attend:

  • Behavioural Interview
  • Situational Interview
  • Structured Interview
  • Strength-based interview
  • Screening Interview (by phone/webcam)
  • Antonyms Video Interviewing – AI bot interviews
  • Assessments Centres
  • Working Interview
  • Role Plays (conducted by trained actors)
  • Values Interview
  • Stress Interview
  • Informal Interview
  • Group Interview
  • Interview Presentation
  • Panel Interview

With such a long list of interview options, it’s hard for a job hunter to prepare, and therefore pass, a job interview.

To help career professionals understand a potential forthcoming recruitment process, it is important to look at the level of job role and the size of the organisation.

Why the job level affects the type of job interview you will attend

The level of job role, from low-to-high skilled positions, has a direct result on the number of job interview stages and type of job interview questions an employer will ask.

Low-skilled (sometimes referred to as un-skilled) job roles include:

  • Waiter
  • Janitor
  • Transport driver
  • Warehouse operative
  • Care worker
  • Food production worker
  • Security guard
  • Farm worker

Source Indeed

As low-skilled positions often require physical or repetitive tasks to be performed, rather than the use of knowledge, creative problem-solving, or project management, employers will ask simple questions often based on the skills required for the vacancy:

  • Give me an example of working within a team?
  • Do you have experience of working in a factory?
  • How much time did you have off in your last role?

High-skilled roles require an employee that has had specialized training/higher education in order to operate, manage or participate in a project – this can be physical or mental.

Source: Investopedia

Larger salaries are normally associated with high-skilled positions, and therefore employers ask more specific and tricker questions to test the applicant’s ability to complete the day-to-day tasks related to the position being advertised. The interview questions can be based on actual duties or the required skills, IE, problem-solving.

  • What would you do if (situation) happened?
  • Give me an example of managing multiple projects with various deadlines. How do prioritise tasks, stay on budget, and collaborate with stakeholders?
  • How would you work out how many drainage grids are in London?

Research shows how a structured job interview, the asking of the same questions to each interviewee, with answers being marked via a scoring system, is the best way to predict job performance.

High-skilled job roles often require a level of knowledge/experience which results in the majority of employers adopting the structured job interview when recruiting high-skilled employees.

Senior positions, which often require either a long duration in the industry and/or sector-related qualification above a degree level, result in many recruiters wanting additional proof of knowledge/skills/experiences.

Additional interviews are common for high-skilled roles to check suitability. As are other interview stages: AVI screening interview, assessments, role plays, and working interviews.

Low-skilled interviews are either formal (unstructured) or informal (structured). In the main, employers adopt the informal/formal job interview based on the size of the organisation.

For low-skilled positions, a one-off 1-2-1 job interview is enough for a hiring manager to make a hiring decision. Some sectors have an additional group exercise task to review teamwork and communication – the size of the company influences the number of interview stages a low-skilled applicant has to go through.

The size of the organisation

Employer size, and popularity, have a massive effect on the time spent on recruitment from an employer’s perspective. As an example a small family company looking to recruit an IT analyst will receive, let’s say, 20 applications. A large and well-known brand, such as Amazon, Google, Microsoft, can receive in excess of 20,000 applicants.

Source: PathMatch

Such a high number of applicants per vacancy has resulted in large employers adopting AI to support HR hiring decisions.

To screen such a vast number of potential employees, hiring managers will ask additional shifting questions on the application form (relating to essential criteria) and will use AVI – autonomous video interviewing. AVIs in short are artificial intelligence interviewers, that ask around 3 structured interview questions and are programmed to cross-reference an applicant’s interview answers against the job criteria.

AVIs are a quick and easy way for a large employer to reduce the number of candidates without human intervention. Many employers recruiting for low-skilled employees, such as fast food servers, have embedded AVIs into their recruitment process.

Most employers still require a face-to-face formal or informal interview following the AVI, but anyone unsuccessful following an AI bot video interview will need to reapply for any further positions.

Larger employers, in the main, have well-embedded recruitment processes and procedures, which often include multiple interview stages for high-skilled roles, and less stages for low-skilled positions, with at least one interview stage being a structured job interview.

On the other hand, small companies have fewer interview stages even for senior roles, and, especially for a small family-run business, may adopt an informal interview. The informal interview is viewed as important for a small business as ‘fit’ is an important aspect of the hiring decision-making process. As is ‘loyalty’ – with loyalty meaning the duration an employee would stay with the small company.

Time and money influence the type of recruitment process a small or large company adopts. Smaller businesses, who recruit ad-hoc, are less likely to purchase an expensive AVI system, whereas the AVI is viewed as an investment and time-saving piece of tech for a large business.

The number of interview stages is also adjusted depending on the size of the company. Large brands will often have several rounds of interviews, especially for high-paying positions, to ensure they only recruit highly skilled and suitable professionals. Smaller companies are often satisfied with one interview stage for low-skilled roles and just two higher-skilled positions.

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Can the job interview be predicted?

The three rules for passing a job interview are:

  1. Identify the job criteria – essentially predict the job interview questions
  2. Be a self-promoter – use various stories and examples that highlight the added value and the possession of the essential job criteria
  3. Communicate with confidence – which includes rapport building, easy to follow answer, persuasive language, and non-verbal communication

Knowing the job interview type, and therefore improving interview readiness, always helps to reduce job interview anxiety.

Even with an understanding of the common recruitment practices of large and small businesses and the level of job role, it is still hard to predict the interview stages for the job you are applying for. Or is it?

The goal of the recruitment process is to predict the job performance of the applicants. The barrier is that the anxiety created by the interview stages can create an environment where applicants don’t showcase their true self.

As mentioned previously, knowing the style of a job interview can reduce nervousness. With this in mind more and more employers are now stating the various stages of the interview and even explaining the type of interview questions, behaviour, or situational, that they will ask.

This openness from some employers hasn’t been rolled out to the masses. To date, many employers only state the interview duration. Also, there are no rules when it comes to job interviews, some employers will utilise one interviewer while another will use a panel of five. Interviews can last for 30 minutes or be a whole day assessment. Questions can be fixed or mixed, and some employers value skills or fit and vice versa.

The training an interviewer undergoes affects the interview environment, with many having no interview training at all. Some hiring managers will be nervous or confident, some will ask follow-up questions while others stick to the list of set questions, interviewers can be cold or warm, and some are experts in their industry. And, as discussed previously, interviews can be with humans, robots, and even some are now taking place in the metaverse.

Source: spotlight data

Based on the size of the company and the level of advertised position this interview grid can indicate the type of job interview a career professional will attend for various roles, helping job candidates prepare for a forthcoming interview.

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Can you use ChatGPT to help pass a job interview?

ChatGPT is an open AI source that communicates with users in a conversational way while answering questions and helping people with various tasks from essay writing to creating code, and of course, helping job hunters to gain job offers.

The question career professionals are asking is: Can ChatGPT help me land a job? and If so, what do I need to do?

I asked ChatGPT to help me to answer commonly asked job interview questions and here is the advice I gained:

Sure, here are some sample answers to the job interview questions you provided:

  1. “Tell me about yourself?”

I am an AI-powered language model trained to assist and answer various queries. My purpose is to provide useful and accurate information to help people in their daily lives. I am constantly learning and updating my knowledge to ensure that I can provide the best possible assistance to my users.

  1. “Why do you want to work here?”

As an AI language model, I don’t have personal motivations or desires, but I can explain some reasons why someone might want to work for a particular company, such as:

  • I am impressed by the company’s mission and values, and I believe that the work the company does is important and meaningful.
  • The company has a great reputation in the industry, and I would like to be part of a team that is recognized for its excellence.
  • The company offers great opportunities for growth and development, and I am excited to learn new skills and advance my career.
  1. “What are your weaknesses?”

As an AI language model, I don’t have weaknesses or strengths in the traditional sense. However, some general advice for answering this question is, to be honest about areas where you may need improvement and demonstrate how you are working to overcome those weaknesses.

  1. “What are your strengths?”

As an AI language model, some of my strengths include being able to provide accurate and helpful information quickly, learning from past interactions to improve future responses, and being available 24/7 to assist users with their queries.

  1. “Do you have an example of working in a team?”

As an AI language model, I work with a team of developers and data scientists who are responsible for training and improving my capabilities. Together, we work to ensure that I am providing the best possible assistance to users and addressing any issues or challenges that arise.

  1. “Do you have any questions for us?”

As an AI language model, I don’t have questions in the traditional sense, but some suggestions for questions you might ask the interviewer include:

  • What qualities do you look for in successful employees in this role?
  • What are the biggest challenges facing the company right now, and how do you plan to address them?
  • Can you tell me more about the company culture and what it’s like to work here?

With the first set of answers, I wasn’t overly impressed being told over again that ‘As an AI model….’ Was it something I was doing wrong?

The answers given by ChatGPT do state good ideas – questions that can be asked at the interview end, but in the main, a quick search on Google would help a prospective candidate find better interview answers and more in-depth interview advice.

Business Insider also tested ChatGPT for its ability to write a cover letter. The AI-written cover letter was sent to real recruiters who, overall, liked the cover letter saying that they would invite the applicant to a follow-up screening call – the goal of a cover letter, but they also stated that ‘letters lacked personality and research about the companies’.

Indeed also looked into the generic interview answer problem, saying, ‘You can ask ChatGPT, “What are some tips for preparing for a job interview?” It will respond by telling you to research the company, review the job description and prepare to answer common questions.‘

They found that asking more specific questions would create more specific (potential) answers. As an example, instead of asking ChatGPT ‘What are common interview questions?’ ask ‘What interview questions would a (job role) be asked?’

Career tuners requested a mock interview with ChatGPT, asking for very specific information: ‘

‘I have an interview with (company name) for (job title) and the name of my interviewer is (name). Can you give me the following:
1. Information on the company, the industry, and its competitors
2. The culture of the company
3. How I need to speak to the company’s culture in my interview answers
4. Questions I can ask (interviewer’s name) at the end of the interview
5. Any mistakes I can potentially be making that would specifically affect my candidacy for a (job title) position with (company name)‘

The answers weren’t as impressive as hoped for, with some information being irrelevant and outdated.

Career Flow also found that asking specific questions is key: ‘While asking questions to ChatGPT, think of it as a very smart but very stupid machine. Despite being smart enough to know everything, it won’t give you an accurate answer unless you tell it exactly what you need.’

Is ChatGPT better than an AI-powered mock interview?

A secondary barrier to ChatGPT in helping to prepare for a job interview is not being able to read non-verbal communications; facial expressions, gestures, and even the candidate’s appearance, all, research has shown, has an impact on the interview outcome.

Google and Linkedin are helping job seekers by offering a free interactive AI-delivered mock interview. The post-interview feedback includes a review of the candidate’s interview answer, a filler-word counter, and additional interview tips – all advice that is missing when using ChatGPT to help land a job.

The final barrier for anyone relying on AI to support with their job interview is that it is difficult ChatGPT to predict:

  • The type of job interview each company will use; formal, or informal, a values interview, behavioral and situational interview questions, a panel or single person interview
  • The interviewer’s personality; a cold or warm interviewer – this is important as humans interact differently with different temperaments
  • Accurately predicting interview questions; two employers offering the same position, in the same industry may ask different questions
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The benefits of ChatGPT for job interview preparation

  • Can help predict common interview questions
  • Answers given can be specific when a distinct demand is asked
  • Information is taken from various sources
  • Answers can be used as a template that can be reworded
  • It’s a great tool when an applicant is struggling to come up with any interview answer
  • And, it’s currently a free tool

The negative of using ChatGPT for preparing for your next job interview

  • Information given can be outdated or incorrect
  • Answers can seem robotic, or dry
  • Remembering a set of written interview answers is harder than discussing a memory or experience
  • It is unlikely to give answers for ‘value job interviews’ and questions about company culture
  • There isn’t a tool for checking non-verbal communication or communication style
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