Employers are constantly trying to be unique when it comes to hiring new workers.
It can range from weird interview questions to the artificial intelligence used to speed up the process.
A CEO of a U.S. investment firm asks applicants for their Uber rating, to see if they treat foreigners with respect.
This is a rating that taxi passengers assign to drivers, and vice versa, following a trip.
Journalist Josh Crosbie for The hard shoulder delved into the ever-changing job interview and discovered the specific questions people were asked.
One man said: “Once upon a time a friend of mine was asked if he was sexually active in a job – very serious.
“It’s not in the job description, anyway.”
A woman said to him, “I was once asked ‘if I were a flower, what flower would I be?’ which isn’t even that strange – that was a pretty good question.
“I think I said ‘a thought’ because they’re small, sweet, but they’re actually quite powerful – and they’re very colorful.
“I think I developed more than that, but yes I got the job so that’s all that matters”
While another man said: ‘I’ve been asked how many window cleaners it would take to clean all the windows in Belfast – I don’t know what my answer was.
“I think I tried to guess how many skyscrapers there were, I just threw something at random.
“It was a programming job – I got the job so I had to respond pretty well.”
And another man said people are afraid to ask the big questions.
“It’s been a long time since I’ve been to a job interview – but just listening to the younger ones I think what’s crazy about job interviews now is people are afraid of ask the key question … how much are the salaries?
“And that shows you the type of society we live in, where young people in particular don’t have real opportunities to get decent paid jobs.
“They’re afraid to ask, because they think if they ask, they might think ‘they’re radicals, kinda militant and we don’t want this guy.'”
DCU Professor of Human Resources Management David Collings explains how the process itself has changed.
“Over the decades, the application process has become much more automated.
“At first, maybe it was just uploading CVs online … and very simple search criteria for that.
“But we’ve seen a lot more change, more use of artificial intelligence in researching keywords in those resumes and trying to identify candidates who might be best suited for shortlisting.”
“I think there’s no question that the whole area of workforce analysis has become a much bigger part of the human resources infrastructure.
“Some data suggests that in 2022, the expected expenditure for the workforce analysis is around $ 1 billion.
“So this is a growing area and this expansion is happening at a steady pace – we are seeing a lot more use of technology in HR processes.”
But Professor Collings warns that some high-profile cases have seen these systems suspended due to biased approaches.
“They discovered that the biases they already had when they were hired were replicated in the analyzes.
“In fact, all artificial intelligence does is learn a pattern in the data and replicate that pattern.
“So it’s really about being very, very careful and deliberate about what kind of data you use to train the algorithms.
“Really carefully monitoring this data, making sure there is human intervention and that you don’t just rely on the data for decision making.”