MGMT250 - The interview
In October, I interviewed with several accounting firms, seeking a summer internship. The primary focus of these interviews were largely behavioral; they asked such questions as, "Tell me about a situation where you were unable to solve a complex problem," or "Describe a leadership experience of yours where you had to overcome large differences in a group." Every time I hear one of these questions, I am reminded how much I despise behavioral interviews. They are devious, underhanded ways to test an interviewee's ability to make up nonsense and exaggerated stories on the spot. They serve no real purpose to the interviewee except to put him or her on the defensive, and serve no purpose to the interviewer but to see if the other can remain communicative and professional on the other side of the table.
When I walk into an interview, I expect nothing less than to be interviewed about my credentials and real experiences, without having to answer nonsensical questions about my problem-solving experience. Frankly, when an interviewer does not address my work and school experience directly, I am insulted. Having to communicate my experience through a series of answers to irrelevant questions is not my idea of an equitable interview experience.
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