We’re probably all guilty of putting on our interview persona along with our interview suit, but are we taking it too far? According to a survey by business psychology consultancy OPP, almost half (46%) of UK employees fail to reveal their real selves in interviews, but try to adapt their personality to fit in with the people interviewing them. And a third of that 46% admit to projecting a ‘very’ different personality ….
OPP also found that 22% of employees are experiencing stress because they have continued to put up the false front they first used at interview.
According to Robert Henry, CEO of OPP, “This research underlines why so many businesses are supplementing job interviews with psychometric tests and other forms of assessment. If people fake it to fit in, it can lead to major problems down the line – particularly if the true personality that emerges later is not best suited to the team, the role and the organisation.”
It is often said that we tend to recruit in our own like. While this is a natural tendency, it’s not necessarily a good one. As McHenry notes, “Businesses thrive on a mix of personality types, not an army of clones. Homogenisation stifles innovation and challenge.”
To further complicate matters, 47% of respondents to OPP’s survey claimed that the persona their boss adopted during the interview was also a front.
Comments (1)
Posted by Chris Young | January 17, 2008 3:36 PM
Jo - great stuff! Interviews can be hairy to say the least -- both for the candidate and the interviewer.
The truth is that interviews just aren't that effective in getting to know what a person is really like. It is no wonder that so many organizations are turning to psychometric tests to get a better picture of the candidate than an interview alone can provide.
I think this works well for both the company and the candidate. My heart cries out for the 22% suffering to continue the false front they put up in the interview.
One place that I see this more than any other are medical organizations. A typical question posed during the interview is if the candidate is passionate, sympathetic, and cares about people. Can you guess what percentage answer yes to this? That's right about 100%.
Another question posed in medical interviews - why did you pursue a career in this industry -- the standard answer... because I like to help people.
Do these candidates really love people? Some do, but many are far more focused on the technical nature of their position than making a difference in the lives of those they serve. Who suffers here? The patient, who recieves a less than caring visit from the medical organization.
Psychometric tests are a great way to really find out if a candidate is truly who they appear to be or if they are "faking" it.
We always recommend our clients use psychometric testing to gain a better insight into a candiates personality before they are hired. However we suggest that the personality profile account for no more than 25% of the hiring decision.
Chris Young
The Rainmaker Group
Posted on January 17, 2008 15:36