Twitter's Controversial Algorithm Changes: What They Mean for Your BusinessTwitter Vs. Facebook: Which One Is Better for Promoting Your Brand?3 Free Twitter Tools PR Pros Can't Live WithoutSocially Stephanie: Social Media for the Automotive Industry
- Content Marketing
When Your Customers Become Your Contributors: Brand Journalism Meets TraditionalToo Many Advertisers Are Talking, Not Enough Are ListeningEmotion Drives Behavior: 3 Brands Getting It RightNative Advertising: The New New Thing or a Race to the Bottom? [VIDEO]
Technology & Data
Data and Creativity at the Social Shake Up: Defining Your Data-Driven Social CampaignTalking Strategy and Data with Shannon Lee of Precision StrategiesNew IBM Study Reveals 3 Key Characteristics of the Most Successful CompaniesMinority Report: Confronting Privacy Issues in Big Data Gathering
- Tech & Innovation
- marketing automation
- Social Tools
- Small Business
- Social Organization
Recap from the First-Ever Employee Advocacy SummitFormer IBM Senior Advisors Launch Brands Rising to Build Employee Advocacy ProgramsPerformance and Risk Management Through Social Media TrainingEmployee Advocacy Summit: Advocate Stories from the Field
- Customer Service
Join us September 15th in Atlanta for The Employee Advocacy Summit and learn how to unleash the power of your employees.
Post your event here and we'll share it with our community. If one of our members is featured, we'll promote as well on their profile.
- Marketplace & Webinars
The SMT Marketplace
Your resource for exclusive content and insights from Social Media Today, and opportunities to reach our community of professionals.
The Social Business Book Club brings you books, discussions, and insights from today's to business thought leaders.
Join interactive talks and and panel discussions with leading thinkers and practitioners on social media and networked business, or browse the catalogue of recorded sessions - all completely free.
Reach Social Media Today's community of marketing and communications professionals in an editor-approved context with a native advertising package.
Why Focus Is So Important During Job Interviews
Posted on August 3rd 2014
A big part of this process therefore is attempting to sell your organization to the best and the brightest as a great place for them to work. New research suggests that when recruiters enter that ‘selling’ frame of mind, it may end up doing more harm than good.
The research saw participants asked to conduct an interview with a person that was applying for a fictional position. The group was divided into two according to their priorities, with one group told to get a good judgement on the applicant, whilst the other group were told to focus more on attracting the applicant to the company.
At the end of the interview, the interviewer was asked to compile a judgement of each candidate according to the Core Self Evaluation (CSE), which is a measure of self-esteem and belief in ones competence. This measure was used as it is believed to be a good predictor of job performance.
The researchers were hoping to test whether a lack of focus on the task at hand (in this case judging each candidate) would cause us to succumb to biases or miss things that would ordinarily be obvious. It’s all a part of what’s known as inattentional blindness, which was famously highlighted in the clip of a person in an ape costume walking through a basketball game without anyone noticing.
The experiment showed that this was indeed the case with job interview situations whereby interviewers were distracted by the task of also selling their organization to each candidate. The results showed that those interviewers tasked with this job were poorer judges of character than those who were purely asked to judge each candidate.
A second experiment then tested this hypothesis in real-world examples involving MBA and teaching applications. In both, candidates with high CSE were rated as highly likely to go onto success, but only when that rating had been delivered by an interviewer who had focused on evaluation rather than selling.
The authors conclude that “interviewers who focused only on evaluating applicants actually believed they were less able to select the best applicants than those who adopted a selling focus.” As is common with illusory superiority bias, the reverse was actually the case. It does raise the challenge of course of how recruiters can both accurately judge abilities whilst also highlighting what great employers they might be.
Maybe the key for that last point can come from the open innovation world, where several studies have highlighted the key ‘sales points’ of giving people interesting and rewarding work, and freedom over how to deliver that work.