The job interview is our first personal contact between company and candidate.
Traditional job interview processes greatly favor the interests of the company, and make the candidate appear as solicitor whom the company might generously extend an offer if they did well enough.
With opportunities becoming increasingly global, and demand for high skilled labor exceeding availability of talent, the table has turned: We're no longer in a buyer's market - we have arrived in a seller's market where the candidate's interests are as important as those of the company.
How can we use this new situation to re-imagine the job interview process? How can we level the playing field, how can we create a better, fairer interview process that leaves behind outdated mental models focused on maximizing the information the company can gain about the candidate in minimal time - and reframe interviews as a means of building a mutual relationship among equals?
This book proposes various psychological and philosophical models that can help you reshape interviews, and then proceeds to examine how numerous common interview questions shape job relationships from day One - and how candidates could ask similar questions as the interviewer might ask to shed some light on the hiring organization as well.
It's time to turn the table.
