I recently went through the test task for the Director of Outreach position at AIM. It was informative and appropriately challenging for the level of the position. However, I had some difficulty with the initial interview format, as it was recorded. In my previous experience with AIM, I found speaking to a recorded video a bit intimidating. While I’m comfortable with recorded educational videos, the vlog-style interview is still new to me and I require a bit more practice. I would greatly appreciate it if the AIM recruitment team could accommodate a live virtual interview for the initial stage. This would not only help in making a good first impression from both the hirer and the applicant but also maintain the human touch that is crucial in the recruitment process. Live interviews allow interviewers to observe body language and facial expressions, and for interviewees to understand and respond to these cues effectively. Providing interview questions beforehand and having recorded interviewers ask them, followed by recorded responses from candidates, can diminish the impact of the first impression. A live interview ensures a more dynamic and interactive exchange, which is essential for building a strong candidate-company connection.

Shortly after completing an online application form, I was invited to take on a test task. Next, I participated in a pre-recorded interview, where I received the questions in advance, giving me sufficient time to prepare my best responses. After that, I was invited to complete another 2-3 hour test task. The test tasks were particularly helpful in understanding what was expected from the role, and as I completed them, I got a real sense of whether I would enjoy the job or not. The final step in the process was a virtual interview with the co-founder, which challenged me to think on my feet and understand the intricacies of the role.