Here’s why entrepreneurs hired candidates who “barely communicated” during interviews

Doing well in a job interview is one of the prerequisites for getting a job. A recruitment consultant recently posted that she ended up choosing a candidate despite having a “disastrous outcome” and “an interview nightmare.” Brigette Hyacinth, a human resources consultant and founder of MBA Caribbean Organization, said in a LinkedIn post that the candidate was highly recommended, even though she was “so nervous that she could barely communicate.” He said that he had adopted. He felt the candidate was the best fit for the job.

Hyacinth further writes: It can be difficult to learn all about a candidate’s abilities during a job interview. ” The post received over 100,000 reactions and over 4,000 comments. In the comments, many argued that selecting candidates based solely on interviews has limitations. This means that people with autism, ADHD, or anxiety disorders may underperform in job interviews, despite their qualifications.

In this regard, a LinkedIn user said: “The interview process is very outdated. On a different note, companies keep nervously saying they want to hire more diverse people, but they don’t have to go through several stages of interviewing people with autism. It imposes a process where they have to talk for long periods of time with people they don’t know, and this can be very tiring for them. This changes and leaves them with references, experience and portfolios that they will probably never speak to again. I hope the conversation with the owner of the company goes away.”

Another person wrote, “Just because you’re paralyzed with anxiety during an interview doesn’t mean you can’t be an absolute rock star if given the chance.” The formal interview process needs to evolve from being often intentionally stressful to more casual conversations between hiring managers and candidates. Although society leans heavily toward extroverts, most introverts I know consistently outperform their extroverts. ”

One marketing manager recalled hiring someone despite a bad interview and asserted: My boss and I interviewed an extremely nervous candidate. She didn’t get her job, but her boss and I knew she had a heart for her and she really wanted her job, so she gave her three or three I decided to give them a month contract. That was in 2009. She is still with us and is one of the hardest working and extremely talented people I have had the pleasure of directing. ”