Glassdoor, the online job board that lets job seekers check their job openings and choose from dozens of job openings, has just updated its “Job Interviews are Bad News for You” post, noting that they have found that employers are much more likely to interview people who are already qualified, are “low risk” (who are generally not likely to have other career-related problems) and who have already had at least one successful interview.
Glassdoor says it “believes that it is important for employers to ask applicants questions that can provide valuable information to assess their skills and abilities, as well as provide information that is relevant to the job that the candidate is applying for.”
It continues, “We believe that an employer who does not understand the candidate’s abilities should be wary of the applicant’s potential answers.”
Glassdoor points to the findings from a 2014 study that found that, of the 1,500 companies that Glassdoor looked at in its study, 70 percent were either unable or unwilling to hire the people it was looking at because of a lack of job interview experience.
The majority of the companies surveyed said that the reason they were unable to hire applicants with a “low likelihood of being able to do the job,” or “low probability of being hired” was that they didn’t have enough applicants.
Glassdoor’s research also found that when employers were unable or refused to interview applicants who were qualified, they were more likely than other companies to exclude those applicants.
For example, when a company was unable to interview an applicant with a 3.7 grade point average, it was much more willing to hire an applicant who had a 4.2 GPA and a 3:1 GPA.
When Glassdoor reviewed the data from the 2014 study, it found that a person with a high school diploma was more likely not to be interviewed than someone with an associate’s degree, a bachelor’s degree or a master’s degree.
“A person with an Associate’s degree is likely to be asked about his or her career path and the impact of his or the company’s hiring decisions,” Glassdoor wrote.
“While there are many ways that an individual can improve his or herself in an interview, it is not the right time to ask for answers on a resume or to suggest a job for a prospective employer.
These questions can only help employers determine whether a candidate is ready to succeed and, if so, which job he or she is most likely to fill.”
Glassboard, the company that Glassdoors hired to do its analysis, found that job interview results are much less relevant than Glassdoor said they were.
“This is especially true when it comes to hiring candidates for a job that requires a bachelor degree, or for a specific type of position that requires more than just a bachelor or master’s.
For the latter, Glassdoor concluded that the “question that is most important to employers is not ‘Are you qualified for this position?’ or ‘Are the candidates who are interviewing qualified for the job?’
But, rather, ‘Are they qualified to do this job?'””
The survey results, however, also suggest that Glasschain’s analysis was too simplistic. “
Companies should consider the applicant pool in their decision making process and make the right decisions based on that information.”
The survey results, however, also suggest that Glasschain’s analysis was too simplistic.
Glasschain found that companies that have at least a 1.0 GPA and are “high risk” were less likely to hire candidates with an overall 3.2 or a 3 on a 4:1 scale.
The most common reason for an applicant’s failure to interview was a lack in “clear, clear answers” on the Glassdoor job interview questions.