I did my first interview ( a prerecorded video interview and assessment) about a month ago. Within a few days I was asked to complete a phone interview with HR the following week. That consisted of her telling me about the position and asking me around 5-6 behavioral type questions. After that she said she was recommending me for the final interview (a virtual interview with 2 people). I just completed that interview a little over a week ago. It consisted of about 15 questions and a claims scenario with around 5-6 questions. It lasted about 40 minutes. I was offered the position an hour after my interview was complete. Everyone was very nice and helpful. The whole process was great.

I recently applied for a role for which I was significantly overqualified, and the hiring process left me questioning what employers are actually evaluating. The initial “interview” consisted of a timed virtual desktop exercise requiring applicants to locate files, send emails, and perform basic cut-and-paste tasks—skills that were already demonstrated by successfully completing the online application. To make matters worse, much of the text on the virtual desktop was difficult to read within the allotted time. The next stage required candidates to record video responses to predetermined questions, effectively conducting an interview with themselves rather than engaging in a conversation with a hiring manager. Advancement to the next round depended largely on performance in these artificial assessments rather than experience, qualifications, or the ability to perform the actual job. At some point, hiring processes stop measuring talent and start measuring a candidate’s ability to navigate unnecessary obstacles.