Traditional Interviewing, Performance Based Interviewing, “Projeclications” or “Applijects” are techniques being used to identify the most qualified talent
Before I get into sharing my thoughts I must reference the words, “Projeclications” and “Applijects.” I found both words on the Harvard Business Review Network. That is my validation for using the terms. Besides, they must be words because they both have their own hash tags (#projeclications and #applijects). 🙂
In recent times, employers relied on an applicant’s word, resume, credentials and references. Today the financial risks are too great. Company costs for staffing are categorized as overhead by accountants; however, they are quite different from other company expenditures. Unlike electric bills your people are human capital, valuable assets to your business’s future and brand. We all know that better investments tend to yield the best results.
Today projects called *(“projeclications” or “applijects”) and Performance Based Interviewing (PBI) are often sandwiched between those traditional interviewing techniques with the purpose of finding the ideal employee. However, there are no rules to say that you can’t alter the collection of interview techniques to suit specific needs.
Here is a really good example of this. A friend of mine is seeking a new job as a technology trainer for this cloud software platform primarily focused on Human Resource Operations.
The first two pre-qualifying tasks was the Skype screening then the traditional in-person interview. What follows as part of this long interview process, is this request to a limited group of applicants is to prepare a 20-minute presentation. The topic of the presentation isn’t necessarily related to the work that is to be done, but the preparation and the oral delivery of the presentation is a spot-on representation of what the job entails. Essentially, it’s a job audition where the applicants write content then recite their scripts. Grand idea the potential employer sees the applicants in action making it easier to select a finalist.
The Undercover Recruiter, says that companies love behavioral interviewing
. . . In a traditional interview, it’s easy for the candidate to let their imagination run wild and say exactly what the interviewer wants to hear: “Work late nights and some weekends? No problemo. Increase my travel to 100%? Sure thing.”
In the behavioral interview, you will have to back your gung-ho work ethic with real-life examples, detailing how you handled specific situations. You will most likely be asked to specifics and quantify your answer as much as possible, allowing the interviewer to check your facts with referees, should it get to that stage. . . http://theundercoverrecruiter.com/how-prepare-behavioral-based-interviewing/
There are many creative methods all with the end goal of finding the right person such as a “temp-to-perm” employment scenario. An option to that “temp-to-perm” solution would be to ask the services of the final short-list of applicants to work on-site and alongside the hiring company’s team for a short but predetermined amount of time with compensation for their collaboration.
While the employer is forming their opinion of the candidate, the added advantage for the candidates is they get a better feel for the work and can decide to remove themselves from the selection process if the opportunity is not a good match.
Designers and other people in creative fields have a fair amount of experience with presenting as part of the interview process. They come to the interview with their portfolio; present not only their work but discuss the stories behind each creative product.
Overall it’s a winning situation for the employer and the applicants that get hired to explore different strategies to gauge the value and fit on both sides.
However, in my research I found one warning for the interviewees:
Applicants could be a little cautious when asked to do “projeclications” only to avoid providing free work for unscrupulous organizations. Many consultants, designers and freelancers can attest to getting ripped off in similar situations.—Definitely a discussion for another day.
Some years ago, I don’t recall exactly when — maybe around 2002 or 2003 an energetic college graduate offered to work free of charge for a trial period to prove himself. At that time, the company that I was working for, wasn’t looking for anyone but how can you turn down a unique offer like that? Well, that approach got him hired with pay.
With the debt incurred by most college graduates it’s less likely that employers will meet excited grads with an interest in working for exposure/experience alone without compensation.
Upcoming Leadership Forum Related to Hiring
Hire Right or Hire Again
Presented by Elmhurst Partners at Elmhurst College and Networking With Impact (NWI)
Date: Thursday, January 29, 2015
Time: 8:00-10:30 AM
Location: 180 W Park Ave., Suite 225, Elmhurst, IL
*Projeclications (Project + Application/Applicant)
Applijects (Applicant/Application + Project)
For more information on “Projeclications” or “Applijects” because you’re thinking I made up those words I recommend you check out this interesting blog piece from the Harvard Business Review Network entitled “Projects Are the New Job Interviews” by Michael Schrage. https://hourlyllc.wordpress.com/2012/05/21/rise-of-the-projeclications-or-applijects/