It’s a competitive world out there, so staying ahead of the other applicants is important if you want to be the one to land the job.
There are a number of creative job application processes that are being seen with new job interviewing trends.
Let’s look at a few of those creative hiring trends and different types of job application processes.
1. Psychometric Tests
Psychometric tests include reasoning tests, personality profiles, ability assessments, and motivation questionnaires.
These types of testing can provide objective data on subjective measurements.
Objectivity is key if you are going to use psychometric testing to ensure the results are accurately interpreted and fair to all contestants.
Psychometric tests will include:
- Interest testing for motivation, opinions, and values.
- Aptitude testing, which measures the ability to perform the necessary tasks.
- Personality testing will measure how different individuals have different styles on how they do things.
Psychometric tests can save a lot of time, they are easy to administer, and they can give the interviewer the insight they need.
There are times you may be asked to prepare a presentation in advance and deliver it to the interviewer.
Other times you may be asked to do a presentation on the fly. It’s actually becoming fairly common for interviewers to request the interviewee do a presentation.
The interviewer will be looking for you to be able to pitch your presentation, to speak clearly, to look confident and comfortable, and to create a presentation that’s engaging and creative, with a powerful opening. The interviewer will be looking for three sections to be covered: introduction, development of your argument, and summary.
3. Behavioral Interviews
Behavioral interviews are also called competency based interviews.
They explore the competencies of the interviewee. If the interviewer needs a person with strong analytical skills, the interviewer will ask the job applicant, questions that will disclose how they think.
For example, “Tell me about a problem you solved and the steps you created to sort the problem out.”
On short notice, it can be difficult for the job applicant to come up with an example. The candidate can consider the possible questions they may be asked and the potential examples they might give.
This can help to alleviate some of the stress and have you appear calm and collected.
4. Group Interviews
Group interviews are made up of a number of job candidates that are brought together to meet with one or more interviewers.
There is usually several interviewers including HR managers, supervisors, and department managers. These interviews are simple and economical. They save time and they work well as a screen tool where interviews can watch the behavior of a number of candidates.
The interview may involve work simulation exercises among the candidates, discussion groups, and work related tasks.
The interviewers then observe the various skill sets including the candidate’s interpersonal skills, communication skills, planning and organizing skills, team skills, persuasion skills, and delegation skills. They are also judged on how the deal with feedback, how they give feedback, their problem solving and analytical ability, and how they handle stress.