I initially was interviewed over the phone. The questions were general questions. I was then brought in for an interview. The interview lasted around 30-45 minutes. The questions were average.

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.