Is this another HR gimmick, an HR Manager on his own personal ego trip? Comes to mind what a former Swedish prime minister said about a recent President Trump comment: "What has he been smoking?"
There is no sum of interviews or tests that will guarantee that your assessment of a candidate or applicant is 100% accurate and that the new hire will go on to be a star in your organisation. The in-person interview is just one of the pieces in the jigsaw puzzle you are trying to put together.
Professional recruiters and HR departments use behavioural-based interview technique combined with situational-based questions and a lot of probing. Behavioural interviewing is based on the assumption that past behaviour is the best predictor of future behaviour.
Before entering into any job interview - behavioural or otherwise - an interviewer must identify what skills and competencies are required to perform the job. The questions are interview questions that require candidates to provide real-life examples as the basis of their answers. Candidates should explain why they made certain decisions, how they implemented these decisions and why certain outcomes took place.
Candidates could use the STAR method for answering tough interview questions? The STAR method is :- S – Situation, background set the scene T – Task or Target, specifics of what's required, when, where, who. The A is for Action, what you did, skills used, behaviours, characteristics. Finally the R – Result – Outcome, what happened?
For a data analyst position at Uber, an interviewer asked: "Write an equation to optimize the marketing spend between Facebook and Twitter campaigns." Was Uber checking if the candidate could demonstrate what she remembers about ninth-grade algebra, or show what she knows about the factors that go into ad performance? Pehaps the textent of understanding all the elements that go into crafting pay-per-click campaigns? For a data analyst position at Bloomberg, an interviewer posed this question: "How do you explain a vending machine to someone who hasn’t seen or used one before?" Hiring managers use them to gauge non-verbal cues that make you look flustered, upset, or nervous, like refusing to answer or using upspeak (i.e., ending the sentence as if you’re asking a question rather than responding).