Hurdles in job interviews increase employee satisfaction: It must not be too easy to apply



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To what extent is it useful to ask for a candidate in the interview? A recent Glassdoor study shows that employees who are hired after a more difficult job interview are obviously more satisfied with their work later.

Increase hurdles in the job interview Employee Satisfaction: Applying for a job can not be too easy

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Here writes for you: Sonja Perry is Product Manager of Glassdoor Germany. Profile

Why tricky job interviews?

Overview

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 measure the height of a building with a barometer?", Personnel usually do not expect the right answer to these and similar questions - also called "brain teasers". Rather, the way is the goal. The real and not necessarily minor challenge is thus to present a possible solution approach in a creative and analytical way and to let the asker participate in the derivation.

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But to what extent does it make sense to ask for an applicant? Do employers find the best candidate for the position to be filled? A recent study of our job and career platform Glassdoor shows that employees who are hired after a more difficult job interview are later happier with their work.

Increasing the difficulty level around 10% is associated with 2,6% higher employee satisfaction

Overview

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

Overview

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.

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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

Overview

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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  2. Dr. Bernd Slaghuis

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