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Real interview recordings to help job seekers

• frontman1988 3y ago
  Companies don't allow that. people won't risk their jobs to earn a few bucks
  • oshinubijoshua 3y ago
    But the videos are completely anonymized... So no one who know who recorded who, or what do you think?
    • hgsgm 3y ago
      Remove the audio and video of the people involved, keep the rest. Not very useful.
      • squirtle24 3y ago
        What about a real-time voice-to-text transcription of the interview?
    • Our_Benefactors 3y ago
      This is a bad idea for so many reasons. For starters, you’re not going to be able to use any video where the interviewer is in a two-party consent state, and good luck determining where an interviewer is currently located with 100% confidence.
  • kingkongjaffa 3y ago
    Yep there's 0 incentive to allow this by the actual decision makers (companies) to open themselves up to sending potentially law-suite leading footage to a 3rd party.
    • oshinubijoshua 3y ago
      Completely valid point, but what if we invest so much in anonymizing the recordings, so that it is not possible to identify the companies or jobseekers involved?
      • kmoser 3y ago
        Good luck with that. Programmers are good at de-anonymizing data, and video of people having a conversation is ripe for being de-anonymized.
• esafak 3y ago
  Companies won't want to do this beyond releasing a token video or two because interviewees would use them to prepare narrowly to the exam, memorizing the questions, and fail on the job. There are interview training companies like interviewing.io that pair you up with employees from the desired companies for mock interviews. This is pretty close to what you propose to do. Finally I think this is a bad business opportunity because people will only use your product once every few years.
  • oshinubijoshua 3y ago
    I understand your perspective and thanks for mentioning interviewing.io. Totally appreciate it! While mock interviews with employees from the desired company can be valuable, our platform offers an additional layer of insights through real interview recordings. With real recordings, job seekers get an authentic glimpse into actual interview experiences, observing real interactions and learning from both successful and unsuccessful outcomes. By providing an authentic glimpse into the interview process, our platform offers job seekers a firsthand experience of what interviews for a specific role are truly like. This practical and realistic understanding can significantly enhance their confidence and improve their interview skills. While the value may vary depending on individual preferences, I believe that real recordings can complement mock interviews, providing unique insights and learnings for job seekers. *And about it being a bad business opportunity since people would only use it once in a few years, I totally get that and if I pull this off by any chance, that’s definitely one of the first things I’d have to look into.
  • chronic4703 3y ago
    > Finally I think this is a bad business opportunity because people will only use your product once every few years. Yet realtors and car salesmen are doing fine.
• wodenokoto 3y ago
  Why is interview.io not good enough?
• stmw 3y ago
  This exists, take a look at https://interviewing.io/ https://interviewing.io/ replays.
• Beldin 3y ago
  One thing you haven't mentioned yet: what is the value over existing online sources of interview assistance/training? That might help with tailoring the advice.
  • oshinubijoshua 3y ago
    Our platform stands out by providing real interview recordings, giving users authentic insights into real interview processes. Unlike other online sources that provide mock / made-up interview scenarios, we allow you learn from actual interviews conducted by real companies / candidates. This provides job seekers with a more practical and realistic understanding of what to expect during interviews. By observing real interviews, users can gain confidence and learn how to answer questions effectively. While training and assistance have their value, witnessing live interviews can be an added value when prepping for success. Overall, it gives this humane touch and feeling that you're not in it alone, and seeing people fail/pass just gives significantly more insights into what to avoid/do.
• kypro 3y ago
  If you can pull it off it might have some value to people just getting into the job market, but I suspect watching someone else get interviewed for a different role at a different company would have much less value than just prepping for your own interview in a more traditional way. As an example, when I go into an interview I generally try to get a sense for what the company does and what I am likely to be doing day to day. This allows me to tailor responses in a way that explains how I can be of use to the company, and allows me to prep for questions I might be asked about the technical requirements of the role. Watching a some random dude interview for another job, in another industry, with different requirements just wouldn't be very helpful to me, and it may actually be a determent if I believe everything that worked in his interview will work in mine. If it was an interview for the same company, for the same role, and I knew the guy got hired then it would probably be somewhat useful, but otherwise interviews are just too different to really have any transferable learnings. The other thing I'd say on this is that interviews in my experience are largely about personality. I work as a contractor so I generally do interviews once or twice a year and I know an interview has gone well not because I've managed to answer all the technical questions, but if I simply connect with the interviewer. In fact I've had interviewers cut the technical questions short on me a few times simply because they liked how I presented and had a good feel about me. And I've seen this on the other side of the fence too... I know people who have not gotten roles or have even lost their jobs because those making decisions just didn't like them on a personal level. This personality aspect of interviews is extremely hard to optimise for because you don't know what people are looking for. Going into interviews I try to guess based on what I know about the company and who is interviewing me (age, techy, position at company) what type of person they might be looking for. A non-techy at financial company for example might expect you to dress professionally and speak proper, where as a techy at a startup might actually be more inclined to hire you if you're wearing a hoodie and act slightly more casual. But this needs to be done in a way that's congruent with your baseline personality because people can sense when you're putting on an act. The point I'm trying to make is that it would be a mistake to extrapolate about what works for a different people in different interviews. Just my thoughts anyway. I think a website about interview hacking with some video clips as demonstrations would be a better idea personally. I'd probably even take a look at that myself.
• snyp 3y ago
  Value of this vs having mock interviews with someone who works/worked at said company and has interviewed candidates is very very minimal. There isn’t much incentive here whether the interview is anonymized or not. You would be better off providing a service where candidates can simply talk to people who have successfully gone through the interview process for similar roles recently or vice versa.
  • oshinubijoshua 3y ago
    I understand your perspective and thanks for joining this discussion. You're totally right! Mock interviews with people who have direct experience with the company can certainly provide tons of significant value. However, this platform aims to offer a new/unique approach by providing also real interview recordings. These recordings provide an authentic glimpse into real/actual interview experiences, allowing job seekers to observe real interactions, understand the dynamics and how these conversations are typically held for that particular role, and learn from both successful and unsuccessful outcomes. About your service suggestion, what if this comes as an added feature to this real interview recordings platform? Thoughts?
• neilv 3y ago
  I wonder how many trillions of dollars of lost productivity we've incurred by trying to improve our interview skills for brogrammer jobs.
  • iamnafets 3y ago
    Similar in magnitude to the lost productivity of people optimizing for appearances rather than results at work. All prep is basically an arbitrage between the hard work of actually becoming better and the often easier work of preparation. The ideal system would minimize this arbitrage, both for the sake of employers and candidates alike.
    • AlotOfReading 3y ago
      I'm not sure it's a given that prep is an alternative to the hard work of becoming better. Imagine a hypothetical office job with bench press round. Improving your job skills wouldn't be the way to pass it, going to the gym would. That's obviously an extreme hypothetical to illustrate the point, but it's along the same lines as common criticisms of e.g. leetcode and c-suite interview processes.
      • iamnafets 3y ago
        Definitely. Much of it _isn't_. But the parent comment was referring to the waste of the process, which is necessarily the part that isn't directly useful in the job.
  • xboxnolifes 3y ago
    I think about this a lot. It makes sense, on an individual level, to optimize your ability to interview, so that you can maximize your own results. However, it's crazy to me how frequently companies urge potential applicants to improve their own ability to interview. If a company is aware that they are missing out on good applicants due to how they conduct interviews, they should improve their interview process. I don't see how wanting the applicant pool to improve interview skills is beneficial for anyone involved. It just leads toward reducing the signal to noise ratio of the interviewing process, leading to increased time wasted sifting through the noise.
• mlhpdx 3y ago
  As a hiring manager I want to advise folks this kind of offer can be counter productive. When being better prepared for an interview results in being more of a group and less of an individual it plays into a) getting stereotyped, b) being lost in the noise. I acknowledge that there are places so systematic this idea might beget “better” results (is working at such a place really better in a real sense?). However the clear majority of hiring managers I know care a lot about their teams and use great care in adding to them. Personally, I have always prized complementary experiences and skills (incrementally improving the team) to formulaic qualifications — in other words, differences. Being a “highly prepared” candidate probably deducts from my likelihood of hiring someone. I don’t have to look far to see people I’ve hired have been successful (including here as YC founders). I’m sure this kind of idea has its place, but I would try to be as balanced with the presentation of it as possible, and clear on where it works and where it doesn’t, with the best interests of candidates (and hiring organizations) in mind.
  • yieldcrv 3y ago
    says the guy that probably has one open role at any given time and zero quantitative possibility of explaining the rejections Nobody knows that your random opinionated gatekeeping downrakes …. being prepared for an interview? I would much rather see the recordings than listen to you
    • HellDunkel 3y ago
      So do I. I have zero confidence in hiring managers messing around with „complimentary skill sets“.
• rdedev 3y ago
  This is something that I believe interviewing.io does already but not sure if it costs money
• specialist 3y ago
  This is The Way. The psychopathy of modern applicant hazing will persist until it's publicly documented.
• RecycledEle 3y ago
  I think staging fake interviews based on the recordings will invite fewer lawsuits.
  • stmw 3y ago
    There are practice interview services available, with top-tier engineers.
• giantg2 3y ago
  Who actually records interviews? Many states are two party consent. The company will absolutely not want it recorded so there will be no record of any mistakes related to illegal hiring practices. I've had mock interviews recorded as part of business classes. Those would honestly be more helpful since they're individualized and can help you stop making mistakes.