A Proctored interview is an opportunity for candidates to put themselves into a situation where they are being observed and questioned by someone who knows what’s best for them, and is unbiased. Often it’s the candidate with the best answers or a fresh perspective that stands out from the crowd. At times, it’s a good way for the employer to get a feel for the candidate’s thought process and how they handle themselves under pressure. However, proctors may not be impartial, and they could very well favour a candidate over another – so this option should only be used as a last resort.
It’s always a good idea to discuss this point with the proctor, but it’s important to note that this is not the only way to go. In the past, proctors may have asked questions that were less relevant, or they may have used’stale’familiar’ wording in order to make an impression. New technologies and techniques have made the process easier, but there are still plenty of ways to go about making the interview a more interactive and, more importantly, a more genuine experience.
A proctor might ask candidates to bring some of their written work – usually their CV or resume, and then ask the candidate to describe their experience and explain their approach to problems. They will look at the work in detail and consider its pros and cons – including whether the approach is realistic, whether the solution is viable, and whether the solution is cost-effective. If the candidate comes across as ‘insincere’bogus’, the interviewer may decide to skip the question or not allow them to answer it at all.
Some questions may require the candidate’s knowledge and skills to be explained: for example, a candidate may need to describe their previous work experiences and demonstrate their writing abilities – but this may be done before they arrive, while the proctor is waiting. Some organisations still conduct a proctor test, which has become increasingly popular as people realise that it provides a more ‘in-depth’ assessment.
There are many other proctored interview formats to consider. Some organisations also interview candidates in public, which is a particularly effective way to get information about candidates and find out more about them before committing to hiring them. Another popular option is to conduct the interview in an auditorium, where candidates can listen to a presentation by the interviewer, who might give them feedback on the work they’ve done and perhaps ask questions. There are also other ways to conduct interviews in smaller groups, such as having each person to stand up in front of the group and speak to the group, and asking them to respond as if speaking in front of an audience.
When choosing a format for a proctored interview, it’s important to think about the interviewer and the types of questions that will be asked. There are several different types, so try and pick one that you feel most comfortable answering. You might be better off using an interview format that uses specific questions or a format that involves talking to the interviewer in a specific way (ie. ask ‘Why do you want to work for us? ‘).
It’s also important to remember that many organisations don’t use proctors to ask questions about specific problem areas: instead, the focus will tend to be on ‘why’. If you’re a good candidate, the interview might involve lots of different types of questioning about things that you’ve said or done in your previous work. Your answers could also help to support the position that the employer is looking for, so make sure that you answer questions and answers in the right way and style.
