Interviews: it's not a test — it's a date

"What's your sign?" — "What's your Myers–Briggs Type?" — these might be questions you hear if you're single and dating. Why do people ask you that? It's because they want a shortcut. Before putting in the effort to meet face–to–face, they want to know if there's potential compatibility. These indicators or assessments are basically a test, and if you pass, you get a date.

In the world of hiring and recruiting, you may notice a similar theme. Have you received an email along the lines of: "Please complete our pre-employment assessment?" If you've been applying to jobs, there could be something like that in your inbox or spam folder right now. Data from 2015 showed that about 76% of organizations with more than 100 employees rely on assessment tools such as aptitude and personality tests for external hiring, and in 2018, a whopping 91% of companies used assessments. The use of assessments continues to grow as employers strive for an unbiased, fair, and efficient interview process. So if the pre-employment assessment is the test, then what's the interview? It's a date.

Table for two

Just like on a real date, the interview is the perfect time to figure out if you and the employer are a match. A testing environment typically has one seat per table — The proctor is evaluating you, and you have no chance to evaluate them. When it comes to job interviews, the opposite should be true. The table should be set for two. A company worth working for will give you an equal opportunity to get to know them as they try to get to know you. So make sure you have questions prepared, and make sure you know what you want!

By the time you get to the interview, you've provided your resume, work samples (possibly), a pre-employment assessment, and maybe even a cover letter (really, cover letters in 2021?). The hiring manager or recruiter has a great idea of what skills you bring to the table. Now they're checking for compatibility, culture fit, and consistency. Employers want to verify that who you are on paper is who you really are — no Catfishing here — and candidates should look for the same from employers. Job review sites, surveys, and Great Place to Work? rankings provide the "resume." The interview will tell you if the resume is legit.

Test for one

A quick reminder: that pre-employment assessment is still in your inbox. Go take it. A company that took the time to curate an assessment for its candidates is a company that cares about making the right hires and making the process fair for everyone. That's a company worth working for, and this is your chance to be the one that stands out from the other candidates. The assessment may seem like an annoying part of the process, but you'll be glad you did it when you find a company that's the right match for you.

Before you and the company go on that "date," both parties should have done their due diligence to test for compatibility prior to the meeting. This makes the interview a little less stressful. It makes it a lot fairer, and — fingers crossed — it makes it lead to the right hire.