The UK civil service and other public sector recruiters put great weight on interviews when selecting amongst candidates for their more senior roles. I am far from sure that this results in the best candidates being appointed.
I strongly agree with Martin's points. The worst interviews I've attended have been scripted to be the same for all candidates, and unchanged even when an answer to an earlier question has already answered what the next interviewer asks. The best have been where the interviewers have studied the candidate's paperwork, have agreed the job requirements, and engage in a conversation designed to elicit information to plug any information gaps concerning the match between the job requirements and what the candidate offers. The interviewers will also frequently be seeking to choose between two or more candidates who appear to be 'above the line', i.e. capable of doing the job, and will therefore need the flexibility to ask questions specific to each candidate.
Thinking back, I recall that my very first job interview, in my final year as an undergraduate, was with a Civil Service "interrogation" panel. The panel Chair kicked-off with a question that challenged a decision I had made as a student, except that the question was based on a complete misreading of my CV. I had to correct him, which made for an uncomfortable start. I looked for support at the other two panel members, but they sat silently starting back. I believe the rules were (still are?) that they got 15 mins each to quiz me and weren't allowed to intervene in any way when it was someone else's turn. So I was on my own and I fluffed it!
I realise that Martin's article is really about senior appointments, but the line about "baby dinosaurs" reminded me that same recruitment practices are (or were) used for baby civil servants as well.
Fascinating. Never been interviewed for a UK CS role. Have interviewed many people for private sector roles, and those interviews have tended to be lengthy conversations which break throught the candidate's initial interview stiffness to explore both the person and their competencies - with the result that I can honestly say my most successful appointments have been of candidates who for one reason or another would look manifestly unsuitable on paper. Each candidate is an individual and should be interviewed as such, a scripted / standardised interview format is merely a tick-box exercise which will usually lead to the the appointment of "someone like us" - and perpetuate group-think, (unconscious) bias, and failure.
I strongly agree with Martin's points. The worst interviews I've attended have been scripted to be the same for all candidates, and unchanged even when an answer to an earlier question has already answered what the next interviewer asks. The best have been where the interviewers have studied the candidate's paperwork, have agreed the job requirements, and engage in a conversation designed to elicit information to plug any information gaps concerning the match between the job requirements and what the candidate offers. The interviewers will also frequently be seeking to choose between two or more candidates who appear to be 'above the line', i.e. capable of doing the job, and will therefore need the flexibility to ask questions specific to each candidate.
Thinking back, I recall that my very first job interview, in my final year as an undergraduate, was with a Civil Service "interrogation" panel. The panel Chair kicked-off with a question that challenged a decision I had made as a student, except that the question was based on a complete misreading of my CV. I had to correct him, which made for an uncomfortable start. I looked for support at the other two panel members, but they sat silently starting back. I believe the rules were (still are?) that they got 15 mins each to quiz me and weren't allowed to intervene in any way when it was someone else's turn. So I was on my own and I fluffed it!
I realise that Martin's article is really about senior appointments, but the line about "baby dinosaurs" reminded me that same recruitment practices are (or were) used for baby civil servants as well.
Fascinating. Never been interviewed for a UK CS role. Have interviewed many people for private sector roles, and those interviews have tended to be lengthy conversations which break throught the candidate's initial interview stiffness to explore both the person and their competencies - with the result that I can honestly say my most successful appointments have been of candidates who for one reason or another would look manifestly unsuitable on paper. Each candidate is an individual and should be interviewed as such, a scripted / standardised interview format is merely a tick-box exercise which will usually lead to the the appointment of "someone like us" - and perpetuate group-think, (unconscious) bias, and failure.