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Reduce gaming the interview process

How to Stop Candidates from Gaming the Interview Process
Posted by Chris Fields

Breaking News! People lie during job interviews.

Some companies also lie during job interviews, but we’re not discussing lies, per say, today, we are discussing “gaming the interview.” You may be wondering what that even means. Well, gaming the interview happens when a candidate doesn’t flat out lie yet gives a response that can be misinterpreted to get the job. For example, if you ask candidates why they want the position, they might say, “I am passionate about this kind of work.” Well maybe they are, but you can’t prove passion, and the word “passion” has become an overused cliché.

What is Gaming the Interview?

“Gaming the interview” is not the same as the gamification of the hiring process. Some companies do modify their hiring process by incorporating game metrics or characteristics to ramp up the “fun” factor for applicants. For example, the Department of Defense modified their recruitment processes by adding video game simulations to evaluate the skill, competitiveness, and “battle-field” readiness of potential soldiers. And they aren’t the only ones using gamification to evaluate potential candidates, just check out this article on Undercover Recruiter, “Gaming the Interview Process.” In these cases, the game is an assessment created and controlled by the company doing the recruiting.

“Gaming the interview” is a trick or strategy, as in “to game the system.” In other words, candidates can manipulate the interview process to their advantage to win. Some candidates put a lot of effort into gaming the system by studying personality test questions or researching “Top Résumé Questions” and memorizing the answers an employer might want. Some even go so far as to try and understand the psychology of the recruiter to anticipate the questions and offer responses that are likely to elicit a positive psychological reaction.

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Is Gaming the Same as Lying?

According to this article on Time.com, over 56% of all resumes have at least one lie or embellishment. I can tell you, as a résumé writer, I know that number is higher. Though plenty of people do not lie on their résumés, they often overplay or inflate certain titles, dates, or accomplishments. This is a form of gaming the résumé to get to the interview.

HR has tried to determine what’s real, what’s embellished, and what’s a flat out lie for decades. Many human resource professionals use their gut instincts and their life experiences to detect deception, but their gut instincts are not always effective. Anyone in HR can tell you that there are some amazingly effective interviewees and communicators out there. They dazzle us with their ability to connect and make us feel comfortable and even excited about hiring them.

Sometimes a background check illuminates things we did not notice or would have never discovered. Other times, candidates pass the background check, yet, once they are in our organization, they are difficult, lazy, or not who they presented themselves to be. These folks didn’t necessarily lie to us—they simply gamed the process to get hired.

How Can HR Avoid Interview Gaming?

Here are a few suggestions we can use to avoid or eliminate interview gaming:

  1. Use a diverse selection process which includes pre-screening questions and assessments, as well as Skype and live interviews.
  2. Customize assessments with different tools and measurements.
  3. Create reliable assessments that predict desired outcomes and employee performance.
  4. Use simulations of the work environment to create realistic job previews.
Pre-employment skills assessments can help you hire and promote better candidates and reduce the possibility of interview gaming just as it has helped other industry-leading companies. For instance, Crossroads Staffing utilized eSkill assessments to help them verify qualifications presented on the candidates’ résumés. The University of Maryland created a pre-assessment test for technical positions and experienced tremendous success. eSkill was instrumental in helping Zappos assess and quickly evaluate the software skills and administrative capabilities of internal and external candidates.  The ORVIS company built a strategic partnership with eSkill, which met ORVIS’s demands to create specific and measurable skills assessments for IT Programmers and Developers.

6 Comments to Reduce gaming the interview process:

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essay on Tuesday, January 02, 2018 11:10 PM
I am really impressed with this blog! Very clear explanation of issues is given and it is open to everyone. Thanks for sharing.
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Nathaniel Gibson on Thursday, May 10, 2018 2:46 AM
Regular job.
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best assignment help review on Wednesday, May 16, 2018 12:14 AM
There are many things in the interview that are going in the mind of every person that has been going through this process. It would become easy when you are having good experience about such things.
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karamba on Thursday, May 17, 2018 1:58 AM
Interesting topic for a blog. I have been searching the Internet for fun and came upon your website. Fabulous post. Thanks a ton for sharing your knowledge! It is great to see that some people still put in an effort into managing their websites. I'll be sure to check back again real soon.
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callaliliy on Monday, May 21, 2018 8:24 PM
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best writing companies on Wednesday, May 23, 2018 1:29 AM
There could be times that you have to lie in order to avoid or to lessen the damage. This blog discusses "Gaming the Interview", where they provide us information for a further understanding of it. We always want the truth, but as I said, there are times that we need to lie and make this our strategy to find the right one that will fit the job. They also provide some tips for HR to avoid interview gaming. I hope that you will discuss more about this since I am still a bit confused about it.
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