It's unclear to me how "non-engineering types" can make use of stories about e.g. "caring for a dying parent" in the context of a job interview. I mean, can anyone (layperson or not) actually "psychologically evaluate" someone based on anecdotes from their life?
I also worry that this stuff can be gamed. If an applicant gains an advantage by telling a story about how he "cared for his dying aunt while finishing a degree and thereby learned what's really important in life," then you're just encouraging a confessional (and potentionally dishonest) style of approaching an interview.
> I mean, can anyone (layperson or not) actually "psychologically evaluate" someone based on anecdotes from their life?
Doubtful indeed. They're more likely to just open themselves up to unconscious bias and prefer to hire candidates with similar backgrounds to them. 'Ohh this person started tinkering with technology in grade 8 in the basement like I did'. While passing up qualified candidates with backgrounds different than theirs.
I have a ton of stories of a "cared for his dying aunt..." variety, 99% of the time when asked about personal stuff in the interview I am forced to lie, because otherwise the interviewer is coming out of that deeply scarred.
So my perspective is that anyone who tells you a "cared for his dying aunt..." story is full of shit and definitely is playing you.
I agree probing into the candidate's childhood is probably a bad idea as an interview topic.
However, for sake of argument, given that your story is true, shouldn't it also be evidence that those _not_ talking about "caring for dying aunt" is lying too? I mean, you told a story that didn't involve caring for a dying aunt, and that was a lie. We actually don't have evidence (either within your story, or in general I suppose?) that anyone would make up a story about a dying aunt to an interviewer...?
Yes, I have a whole palatable origin story prepared, that lines up with what people want to hear and isn't traumatizing. So it is entirely useless as a signal.
Not my fault that my life experiences aren't made for a casual conversation starter. Which is why I say this line of questioning isn't going to produce good outcomes.
And of course we don't have evidence that people make up dying aunt stories necessarily. But if anyone tells me this is the kind of experience that made them realize what's important is at the very least embellishing the truth.
When I was caring for my dying father, I learned how to function on autopilot, perpetually sleep deprived, in an emotional fog. I was also writing my master thesis and struggling to pay rent with shitty student jobs. Did it make me "realize what is truly important", hell no, but it did make me be ok with cutting corners, doing the bare minimum at work/school and striving for mediocrity because I didn't have physical or mental capacity for anything else. This isn't exactly the kind of thing employers want to hear, so I'd never bring this story up unless specifically asked. And then I'll tell you how it taught me about "what is truly important in life" which is disingenuous
If you ask for a story, and the person needs/wants the job, that story is not likely to be accurate. You get some version of "my greatest weakness is I just work too darn hard and give to the company", pitched to whatever the question actually is. Sure, some people won't, but how do you know? Proxies and stories are usually a terrible way to interview somebody.
I don't care about the details the questions are meant to generate discussions. We can have you do stupid personality quiz instead. There are no bad answers to Myers Briggs. The test is stupid but also just a jumping point to dig into someone's personality
I also worry that this stuff can be gamed. If an applicant gains an advantage by telling a story about how he "cared for his dying aunt while finishing a degree and thereby learned what's really important in life," then you're just encouraging a confessional (and potentionally dishonest) style of approaching an interview.