It’s a Job Interview, Not a Beauty Pageant

by Evil HR Lady on May 26, 2010

In a beauty pageant, the judges look over a slate of contestants, ask them a few questions, perhaps have the contestants perform a talent of some sort, and then all the contestants parade around the stage in fancy dresses or bathing suits. At the end of all this, the judges proclaim a winner. She cries because it’s so wonderful and all the other contestants congratulate her and then slink back home, depressed because they didn’t get the crown.

Somewhere along the line, people started treating job interviews the same way. We see the hiring manager as a contest judge who is to be feared and impressed. Instead of thinking, “what would I really do in this situation” we think, “what does this judge want to hear?”

The difference is at the end of a beauty pageant, the winner gets a crown, some money and the the obligation to ride on the back of a convertible in the town 4th of July parade, while the “winner” of the job interview “pageant” gets to spend 40-50 hours a week with the “judge.”

For more of my thoughts on why It’s a Job Interview, Not a Beauty Pageant, head over to BNET’s Career Blog.

{ 4 comments… read them below or add one }

Film Co. Lawyer May 28, 2010 at 10:01 pm

I hate to say it but from the perspective of the job hunter, it absolutely is. The comments on the BNET site sum up a lot of my views (particularly about how reality is today & age discrimination).

There's also prejudice against people w/advanced degrees who don't want to do the traditional job of that field. My own background is so unusual, I'm told employers are too intimated to hire me for most things. You never get to explain your position & I know law firms openly discriminate in favor of pretty vs. ugly people. The stories on it are legendary.

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bilalmujtabakhan June 1, 2010 at 4:55 am

I am totally agree with the concern discussed in this post.When the problem arises,its when the interviewer asking the questions regardless of the job descripton.employees background experience,his.her intention about the job,judging outwear except the knowledge it acquire.So at the end hiring of the wrong employee for the right place costs a company in Millions.
Personal biasness and favouroitism must be put aside and reality should be faced.

http://www.phpbbtoplist.com/Businesses/Human_Resources/Hiring_And_Retention/7665.html

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Radu Prisacaru, UK Internet Marketer & Web Developer June 2, 2010 at 10:55 am

Great site. A lot of useful information here. I’m sending it to some friends! I invite you to see my post, I hope you will find interesting too.

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bilalmujtabakhan June 3, 2010 at 6:38 am

I have gathered some of the useful information for the Interviewers and interwee at the same time .I believe that there are millions of patterns of doing one task,but the if the procedure conducted for the beneficial for both the parties ,it will be really nice and easy.

1.Interviews are particularly useful for getting the story behind a participant's experiences.
The interviewer can pursue in-depth information around a topic
2.Interviewee is comfortable
3.Explain the purpose of the interview
4.Address terms of confidentiality
5.Indicate how long the interview usually takes.

I think it will be helpful

:)

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