I recently read a shocking article regarding types of job interviews that should be avoided. The author suggested saying no to several types of interviews. I was very eager to hear why the author would suggest saying no to a job interview type, and what could be so onerous that a job candidate would turn it down without further consideration. I was left to wonder if the author had any kind of interviewing experience.
According to the article, interviews that should be rejected are: panel interviews, problem solving, shock or trick questions, and take-home assignments.
While the job hunter has a responsibility to ask questions before an interview, the reality is that you don’t ask the caller detailed questions about what to expect in an upcoming interview. Generally, the invitation will only involve who, when, and where you will meet and perhaps a general format regarding who you will meet.
It is common to receive an invitation where there will be several individuals to meet, perhaps a peer or panel interview, or completion of a computer application or questionnaire. You will not normally hear in advance about a problem-solving interview, any trick questions, or a take-home assignment.
I don’t agree with the rejection of the interview based on style. I can’t imagine why a candidate would say no because of the types of interviews suggested in the article, particularly a panel or peer interview. And if you are asked to solve a problem, I doubt you would be told this in advance. As far as trick questions are concerned, I can’t imagine any hiring manager letting you know in advance about any trick question.
Among the interview questions I have provided elsewhere there may be a question that may be considered trick questions, or one designed to uncover personal information. For example: where do you like to vacation? Answering this question can lead to you revealing more about your family, marital status, hobbies, and activities. However, these are generally asked and answered in a job application.
I have personally experienced similar interviews and have coached many clients heading for the type of interviews described in the article. We have discussed and evaluated them regarding their efficacy, but they can and do occur, and without further information I recommend attending such an interview. My suggestion is that you have advanced information about the meeting and will have an opportunity to evaluate your response beforehand.
Instead of saying no, I suggest the same rigorous preparation for all interviews, including anticipating changes in the format. This means being prepared for every job interview, including the unexpected.
Prepare your verbal resume, conduct thorough research on the company, industry, and hiring manager, add expressions of your three key strengths, and practice sample interview questions.
Panel Interviews
Panel interviews can be informative, efficient, and helpful to both the interviewer and the interviewee; everyone in the room hears a question and answer just once, creating synergy around the question and answer. The job candidate is spared having to answer the same question multiple times. You also get to see how the various individuals on the panel interact and perhaps get an insight into their collective management style.
Shock or trick questions should be called out and answered directly. It is difficult to know and respond to any trick questions without more detail from the author of the article regarding what he thinks a trick question is. The real question is how to turn down an interview involving trick questions if they are unknown to begin with.
Problem solving questions are more popular with certain types of technical, regulatory, or public policy issues, but the hiring manager may be testing creativity, flexibility, risk taking, and real problem solving competencies. The question is why you would turn down an opportunity to land a job, because you are concerned about a problem solving question. A prospective employer is entitled to test your knowledge and competence for a position that requires problem solving.
Take home assignments are not generally shared beforehand. Many take home questions can provide the hiring manager with a clearer understanding of a candidate’s knowledge, depth, and ability to communicate thoughts and ideas. It is a legitimate test and is often requested as part of an interview.
Some skeptical hiring managers oppose the idea because the assignment can be corrupted by the candidate plagiarizing research and conclusions. Or the assignment may be written by a third party.
At one time I received a take home assignment as the final piece of the process. I was told I was a top contender, but they needed to see a sample of my writing. I could pick any subject and should include a conclusion or insight on a professional or personal topic, with a minimum of 1,000 words, or more if I wanted. I was offered the job. (I wrote about and critiqued the company’s interview process.)
The fact is the hiring managers were interested in my personal writing style and not the subject matter.
The conclusion is simple; if you believe certain types of interviews may disqualify you or limit you as a candidate, don’t attend. If it’s beyond your range of expertise and knowledge, it may be beyond your capability. On the other hand, I have seen candidates apply to jobs for which they are underqualified and receive a job offer because of the grit and skills they demonstrated in applying. They may be curious to know why you believe you are qualified providing an opportunity to prove your interest and willingness to learn new skills and apply your adaptability.
If you’re like most candidates, you won’t know the full extent of the job interview process beforehand and you will have the opportunity to turn down the position for any reason, including your dislike of the interview style, at any time.
Remember: during the job interview, you also interview the company and the hiring manager regarding the operation, job responsibilities and expectations. They invited you based on the strength of your skills and experience. The decision is a two way street.
My advice: Accept the interview invitation. There is everything to gain and nothing to lose. The interview will likely prove to be good practice, regardless of the outcome.
See additional blogs for further discussion of when to say “no” to a job interview.
Ben