Performing well in a job interview is one of the prerequisites for getting the job. Recently, a hiring consultant posted that she ended up selecting a candidate even after she ‘BOMBED miserably’ and the ‘interview was a nightmare’. Brigette Hyacinth, an HR consultant and Founder of MBA Caribbean Organisation shared in a LinkedIn post that she hired a highly recommended candidate, even though the candidate was “so nervous that she could barely communicate". Hyacinth said she couldn’t get past her gut feeling the candidate was the best fit for the job.
Hyacinth further wrote, “I gambled and decided to give her a try and within 6 months, she was one of my top performers. Sometimes it’s hard to know a candidate’s full capabilities in a job interview." This post got over one lakh reactions and over 4,000 comments. In the comments, many people argued that selecting a candidate solely on the basis of interviews can be limiting. Some highlighted that people who have autism, ADHD, or anxiety can underperform in job interviews despite being qualified.
Making this point, a LinkedIn user said, “The interview process is so dated. On another note companies go on about wanting to employ more neurodiverse people, yet they put autistic people through several stage interview processes where they have to speak to people they don’t know for a long length of time, which can be so draining for them. Wish this would change and go more off references, experience, and portfolio and not having a chat with the owner of the company that they will probably never speak to ever again."
Another wrote, “Just because someone could be crippled with anxiety during an interview doesn’t mean they couldn’t be an absolute rockstar if given an opportunity. The formal interview process needs to evolve from being something often deliberately stressful to a more informal conversation between the hiring manager and the potential candidate. Although society leans heavily towards extroverts, most introverts I know consistently outperform their extroverted counterparts."
A marketing manager recalled hiring someone despite a bad interview and asserted, “It reminds me of a similar experience. My boss and I interviewed an extremely nervous candidate. She didn’t get the job but my boss and I decided to give her a 3 months contract because we saw she had heart and she wanted the job so much. That was 2009. She’s still with us today and is the hardest worker I’ve had the pleasure of supervising and is so talented."
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