Why tricky job interviews?
Every worker can tell his own story about the tricky situations in the interview. These include unexpected and hardly solvable questions of personnel managers, B. “How would you go about measuring the height of a building with a barometer?”. As a rule, HR managers do not expect the right answer to these and comparable questions - also called "brain teasers". Rather, the way is the goal. The actual and not necessarily minor challenge is to present a possible solution in a creative and analytical way and to let the questioner participate in the derivation.
But to what extent does it make sense to challenge an applicant in conversation? Does this help employers find the best candidate for the position to be filled? A study by our job and career platform Glassdoor shows that employees who are hired after a difficult job interview are later more satisfied with their job.
Increasing the difficulty level around 10% is associated with 2,6% higher employee satisfaction
The survey compared reviews of more than 154.000 employees who shared it with Glassdoor. The observed workers have the same job interview and, at a later date, the same Company rated as their employer. The study included six countries - the US, UK, France, Canada, Australia and Germany.
In all markets it has been demonstrated statistically that discussions with a higher degree of difficulty lead to more satisfied employees. Overall, the study shows that the increase in the difficulty by 10 percent is accompanied by an 2,6 percent increase in employee satisfaction.
Very easy talking conversations lead to setting errors
The study found that on a scale from 1 (very easy) to 5 (very difficult) the best level of difficulty for a job interview with 4 is to achieve the highest employee satisfaction. Particularly difficult discussions (level 5), on the other hand, result in lower satisfaction among employees in all six countries surveyed. According to data analysis, German employees are on average 2,4 per cent more satisfied with their position after successfully leading an 10 per cent more difficult job interview.
The explanation: Job interviews, which are classified as very easy, lead to errors in the setting, so that the new employee possibly does not meet the requirements of the workplace. In contrast, a very difficult conversation can indicate an aggressive corporate culture and lead to later dissatisfaction.
As extremely difficult conversations turn again lead to low satisfaction
The optimal level of difficulty of a job interview enables HR managers on the one hand to examine the candidate's abilities and to find out if they fit into the company. On the other hand, candidates feel well and appropriately treated during the interview process.
The results of our study help HR managers better understand the relationship between day-to-day recruitment and their corporate culture. Good and well-thought-out application processes lead to a high level of match between the requirements of the applicant and the job, so that the satisfaction and productivity of the employees is increased. Due to the optimal level of difficulty of the job interview, employers will find suitable candidates, long-term satisfied employees, prevent staff turnover and strengthen their company.
Here is the complete study as well as information on the applied methodology: http://www.glassdoor.com/research/studies (in English).
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German edition: ISBN 9783965960107
English version: ISBN 9783965960114 (Translation notice)
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