GUEST POST from Arlen Meyers, M.D.
Many hiring managers, professional school and residency interviewers and search executives know there is not a single correlation that links how someone interviews with their on-the-job performance.
“In 30 years of executive search, over 1000 search projects, and interviews with over 250,000 candidates, we cannot find a single correlation that links how someone interviews with their on-the-job performance – as interviews are traditionally conducted by the vast majority of hiring managers.” — Barry Deutsch
Yet interview theater constantly appears at a location near you.
- By it’s very nature, there is a power imbalance so the interviewer almost always has the upper hand
- Telling truth to authority can be a non-starter
- The process is flawed
- Interviewers and interviewees are not trained to interview
- There is an inadequate or non-existent job preview
- It is almost impossible to understand the culture of a potential organization without acually experiencing it for a while
- Interviewers look for personality, not performance, fits
- There is bias and the inability to accept cognitive, demographic and psychographic diversity
- Here is how not to answer 10 medical school and residency interview questions
- The process for selecting those who are interviewed in flawed.
- It is impossible to pick your parents or pick your boss
- You can’t always trust people to do what they said they would do if you work for them.
How we are filling the sickcare worker pipeline is not working. Interview theater has had it’s run. It’s time for Medical School Powerball.
While you are at it, get rid of exit interviews and annual performance reviews too.
Image credit: Pixabay
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