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I think of the contemporary interview process like a commoner presenting themselves in front of nobility: the candidate is lowly, and they must prove their worth and strength in order to succeed.

Interviews are an inherently terrifying process: all the cards are stacked against the candidate: they are forced to present themselves in a way that is appealing to the employer, even if that means not staying true to yourself.

According to a recent UK survey, job interviews account for 32% of anxiety-inducing scenarios: (Job Interviews Causing Anxiety).

It's evident that interviews are a stressful endeavour for prospective employees, and this stress is only enhancing with the many pre-interview tasks they are demonstrated with.

This article will explore how the contemporary interview can be more detrimental than aspirational for potential employees.

Entry-Level Interviews

Graduates going in for interviews, especially first-time interviews, are like antelope entering the lion’s den: no matter the preparation, no matter the preconceived confidence, you are not prepared until you are in that interview environment.

This isn’t even bringing in the factor of mental health: speaking from personal experience, the anxiety and stress that interviews bring on is insurmountable. Anxiety thrives in the unknown, and going in for interviews is going into an unknown world.

In the UK, on average ‘6 in 100 people have a Generalised Anxiety Disorder.’ (Anxiety Statistics UK).

One of the key drivers of anxiety with regards to interviews is: the new environment, the travel anxiety of going somewhere you’re unfamiliar with.  

With all the additional stress that piles up during the interview process: the preparation, the travel anxiety, the insecurity: this process restricts your chances of employability.

Let’s imagine you get to the point of interviews, which is a trial in itself.

Let me set the scene: you’re a young twenty-something going in for your first official interview: you’ve done the research, and prepared the questions, but when you enter the environment, you’re unfamiliar with, all of your knowledge, understanding, and preconceived notions melts away.

Question after question, your confidence whittles down, until you’re the shell of the person who entered.

Now you may be telling yourself: ‘`this is completely normal, companies need to know if you’re the type who won’t crumble under pressure.’

However, interviews, especially for entry-level jobs are not a good indicator of this: people aren’t automatically predisposed to stress, and discomfort.

This contemporary interview process of inciting stress should not be the standard. Interviews are the perfect opportunity to demonstrate your qualities and skills.

It’s a time where you can meet the managers and talk on an equal footing. It’s a time where your anxiety and nervousness can be erased by asking questions and familiarising yourself.

Interviews are crucial for building trust and a strong working relationship. However, I think, hiring teams need to consider the stress and anxiety that interviews entail: and potentially offer alternative solutions for those who struggle more than others.

Interviews aren’t a universal experience: for every bad, or stressful experience there’ll be ten amazing ones that follow, the stressful interview should not be the default option.

Why are Interviews so Stressful?

Interviews are designed to induce stress: they are, essentially, a playtest for employers to determine the adaptability and durability of the individual in question.

How they deal under pressure, how they cope with uncomfortable questions. Using this as an indicator at such an early career stage is not the time or way to determine this.

However, interviews don’t need to be stressful: there are ways, to determine a person’s suitability without inciting anxiety.

Not all interviews are stressful: many interviews encourage an open dialogue, and honesty: this is the way forward for instilling employee confidence.

By whittling down interviewees by determining how well they work on one particular day, is to diminish the chance of hiring the correct candidate.

The correct candidate might be the right person, the right person who can grow into the role: but by inciting so much fear and anxiety in the initiation, it will cause the candidate to retreat into their shell: and not demonstrate their abilities.

Interviews are no longer a simple process, there’s a new trend in hiring, the actual interview is the reward you get after completing other trials and tribulations.

You must prove your worth before you present your case: with thousands of other candidates- the loudest in the crowd is the only one heard.

Multiple steps for an interview- multiple rounds leads to an eventual exhaustion for the candidate, by the time we reach the final stage, we’ve exhausted all our energy before reaching the finish line.

A Way Forward?

Whilst you might think this article has been overly critical of the job interview process, I don’t think it’s an inherently bad thing.

In fact, I think it can be a great opportunity where employers and employees alike meet on common ground: to demonstrate how they would collaborate in the future.

I definitely think there is a way forward, a way where job interviews don’t induce an overwhelming amount of stress, especially as we become more aware of the role mental health plays in the workplace.

I am optimistic in the generational progression: Generation Z are known for our steadfast nature and low tolerance for toxicity.

Hopefully, there is a way where the job interview process is more commonly one of collaboration. Where candidates don’t wear themselves out after completing five different tasks before reaching the final stage.

A hiring process where candidates aren’t depleted and exhausted but ready and able to show their strengths and abilities.

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