Review: Should companies conduct multiple interviews for each candidate?

In this blog post, I will review Aline Lerner’s 2016 analysis Technical interview performance is kind of arbitrary. Here’s the data. I will analyze the conclusion and discuss the article’s methodology.

Summary

Retrieved from Technical interview performance is kind of arbitrary. Here’s the data

The article uses the graph to claim that technical interviews do not produce repeatable results about one’s performance as an interviewee. Finally, the article concludes that companies should conduct several interviews and use aggregate performance to measure one’s success as an interviewee.

Points for Improvements

But even with an improved grading system, subjectivity will still impact interview performance. While the Appendix section mentions that the article compared interviewees from the same interviewer, ratings can still subjectively vary between individual interviews. In the the interviewing.io platform, every interview consists of a different programming challenge. Interviewers may have a different perception about the expected time and difficulty of the challenge. Moreover, differences in personal attributes between the interviewer and the interviewees may impact subjective score. It is possible that if both parties are from the same country, they will bond and the interviewee will receive a higher a score. It is also possible that the opposite will happen. More research into the connection between personal attributes such as sex, age, and country may give a clearer picture of the scope of the results.

The Article’s Solution

Conclusion

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