Who Invented the Job Interview

Table of Contents

1. Introduction
2. The Origins: How People Were Hired Before Interviews
3. Thomas Edison and the Birth of a Formalized Interview Process
4. The Institutionalization of Interviewing: Psychology, Business Schools, and the Postwar Era
5. How Interviews Evolved Into the Forms We Recognize Today
6. What Works — Evidence-Based Practices for Employers and Candidates
7. Common Problems With Interviews (And How to Fix Them)
8. A Practical Framework for Employers: Building Better Interview Systems
9. Preparing for Interviews: A Candidate’s Roadmap
10. Tactical Interview Strategies: Questions, Answers, and Signals
11. Negotiation and Offers: Evaluating Total Mobility Compensation
12. Building a Career Roadmap that Integrates Interviews and Mobility
13. Tools and Templates That Save Time and Improve Results
14. The Interview as a Two-Way Evaluation: What Candidates Should Expect From Employers
15. Common Interview Mistakes and How To Avoid Them
16. Practical Exercises to Increase Interviewing Skill (Weekly Routine)
17. When to Seek Coaching or Structured Support
18. Ethical Considerations: Fairness, Transparency, and Diversity
19. Looking Ahead: How Technology Will Continue to Change Interviews
20. Conclusion
21. FAQ

Introduction

Feeling stuck in your career while also wanting the freedom to live and work abroad is more common than you think. Many ambitious professionals tell me they’re held back not by talent but by unclear processes: they don’t know how hiring decisions are made, how interviews evolved, or how to translate their experience into a convincing narrative for international employers. Understanding where the job interview came from helps you see which parts of the process are meaningful and which are noise — and that distinction is what helps you build a clear, confident path forward.

Short answer: The modern job interview as a formalized selection tool emerged in the early 20th century, and a prominent architect of that shift was Thomas Edison. Edison popularized a written testing approach and informal screening methods that forced employers to evaluate knowledge, temperament, and problem-solving rather than rely solely on recommendations or chance. Over subsequent decades, industrial psychologists, military testing programs, and business schools refined those practices into the structured and varied interview formats we use today.

This article explains not just who invented the job interview but why it changed over time, what works and what doesn’t, and how you can use evidence-based practices to move your career forward — especially if your ambitions include international moves or remote work spanning time zones. I draw on my background as an Author, HR and L&D Specialist, and Career Coach to translate historical context into practical frameworks you can apply right away. If you want individual help turning these insights into a personalized plan, you can begin with a free discovery call to map the right next steps for your career and global mobility.

My main message: the interview is a human process shaped by history and bias, but it can be managed and mastered with a clear framework — from how employers design fair selection systems to how candidates prepare and present their best, most mobile-ready professional self.

The Origins: How People Were Hired Before Interviews

Work, guilds, and apprenticeship: informal selection for centuries

For most of human history, work roles were assigned through family, guild, or local arrangements. Skills were passed through apprenticeship, informal mentors, or patronage rather than through a formal hiring process. Selection was personal and relational: the master observed the apprentice’s work over months and years before deciding whether they were fit for full responsibilities. This method prioritized practical demonstration and long-term observation rather than a short, evaluative conversation.

The industrial revolution and the rise of a labor market

The industrial revolution changed that. Large factories needed many workers quickly, and the scale of hiring made personal vetting impractical. Employers experimented with simple selection methods — show up at the gate and hope to be chosen — but scaling up required more reliable ways to distinguish among candidates. As work became more specialized and knowledge-based, employers wanted ways to predict job performance at scale.

Early standardized testing and the military’s influence

In the early 1900s, the military and emerging fields of psychology began using standardized tests to make selection decisions quickly for large groups. The military testing programs during World War I and II introduced mass psychometric assessments that influenced civilian hiring. These early tests proved a crucial idea: a standardized, predictive measurement could outperform purely subjective judgments in many contexts.

Thomas Edison and the Birth of a Formalized Interview Process

Edison’s test: why it mattered

Thomas Alva Edison did not invent human selection, but he did popularize an approach that combined knowledge testing with temperament screening. Managing an industrial empire with thousands of employees, Edison found that conventional recommendations and interviews weren’t reliable predictors of performance in research and engineering roles. He created a written test — sometimes called the “Edison Test” — that contained many questions testing broad knowledge, critical thinking, and curiosity. The test gained public attention after questions were shared in newspapers, and Edison’s methods influenced other industrial leaders and recruiters.

What Edison’s methods introduced to hiring

Edison’s approach introduced several concepts that would stick: standardized written assessment; questions that probed beyond narrow job knowledge to general reasoning and temperament; and the idea that selection should measure observable attributes rather than rely only on reputation or schooling. Those innovations contributed to an era when employers began to look for reliable, replicable ways to decide who should be hired.

The Institutionalization of Interviewing: Psychology, Business Schools, and the Postwar Era

Industrial psychology and job analysis

Following Edison, industrial-organizational psychologists formalized job analysis and measurement. They studied the skills and attributes that predicted job performance and developed techniques to measure them. The goal shifted from asking clever questions to designing selection processes grounded in job requirements and statistical validity.

Military testing to civilian hiring

Government and military testing methods migrated into corporate practice after the world wars. Psychometric testing, situational judgment tests, and personality inventories became tools for sorting large candidate pools. Corporations adopted these methods, often blending them with interviews and practical tests to select for technical competence and cultural fit.

Harvard Business School and academic attention

By the late 1920s and into the mid-century, business schools started studying selection as a managerial skill. Employers adopted more structured selection practices, and the idea of “management science” helped popularize standardized interviews, competency models, and performance-based assessment.

How Interviews Evolved Into the Forms We Recognize Today

The fragmentation of interview types

Modern hiring practices blend many assessment formats, each with a different evidence base and purpose. These categories are worth understanding because they guide how you prepare and how employers should think about fairness and predictive value.

• Technical questions: Measure job-specific skills and knowledge.
• Behavioral questions: Ask for past examples to predict future performance.
• Situational questions: Pose hypotheticals to assess judgement and approach.
• Case interviews: Test structured problem-solving, popular in consulting and strategy roles.
• Work samples: Candidates perform tasks representative of the job to demonstrate capability.
• Psychometric tests: Standardized instruments measure cognitive ability, personality, or aptitude.

(That list summarizes the common categories recruiters use; the rest of the article dives into how each is designed, evaluated, and prepared for.)

The rise of the structured interview

Research shows that structured interviews — where every candidate receives the same job-relevant questions and answers are scored with a rubric — are more predictive and fair than unstructured conversations. Structured formats reduce interviewer bias, increase consistency, and produce data that organizations can analyze. Many modern organizations now combine structured interviews with practical work samples and objective tests.

The coaching arms race

As selection tools advanced, so did candidate preparation. The spread of coaching, interview training, and online resources has made interviews less about spontaneous discovery and more about rehearsed, well-constructed responses. This dynamic pushes employers to develop more robust, validated assessments to separate genuine competence from polished preparation.

What Works — Evidence-Based Practices for Employers and Candidates

Why structured approaches beat intuition

Studies consistently find that structured, job-related assessment methods yield higher validity and lower bias. A job analysis identifying core competencies sets the stage: once you know what qualities predict performance, you design tests and questions to measure them. Scored rubrics and multiple raters further improve reliability, while blind review and anonymized work samples reduce demographic biases.

The role of simulations and work samples

For many roles, especially technical and creative positions, direct work samples or job simulations are the most predictive assessments. Asking a candidate to do a realistic task demonstrates how they work, communicates job expectations, and gives both parties a more reliable signal.

Combining measures for better decisions

No single method is perfect. The best selection systems use a combination: resume screening (ideally blind to reduce bias), standardized tests where appropriate, structured interviews with scoring rubrics, and practical assessments. This multimethod approach balances different predictive strengths and weaknesses.

Common Problems With Interviews (And How to Fix Them)

Biases that distort selection

Interviews are vulnerable to many human biases: first impressions, the halo effect, affinity bias, and confirmation bias. A charismatic candidate may overshadow gaps in skill, while culturally different candidates may be misread. Employers can address these problems with structured interviews, trained interviewers, and clear scoring rubrics.

Overreliance on credentials

Credential inflation causes companies to use degrees as a proxy for ability. This misses talent that doesn’t follow traditional educational paths — something particularly important for global mobility, where credentials differ by country. Competency-based criteria and work samples correct for that distortion.

Coaching and rehearsed answers

Candidates who rehearse will often perform well in interviews even when they lack deeper capability. Work samples and live problem-solving reduce the advantage of polished answers and highlight the ability to perform real work.

Misalignment with job reality

Interviews that don’t reflect actual job demands — for example, asking cerebral brain teasers for operational roles — produce poor predictions. A clear job analysis prevents this by aligning assessment content with the tasks and competencies required.

A Practical Framework for Employers: Building Better Interview Systems

Designing a valid, fair selection process is systematic. Below is a high-level stepwise process you can apply to any role. Use this as a blueprint to create reliable interview systems that scale and support diverse, mobile talent.

1. Conduct a job analysis to identify core tasks and competencies.
2. Translate competencies into observable behaviors and success criteria.
3. Choose assessment methods that directly measure those behaviors (e.g., work samples for practical tasks, structured behavioral interviews for interpersonal competencies).
4. Standardize questions and scoring rubrics; train interviewers to use them.
5. Use multiple independent raters and anonymized evidence where possible.
6. Continuously evaluate validity by correlating hire performance with selection scores.

This step-by-step list condenses the essentials. If you want to develop a selection system tailored to international hires — including how to evaluate cross-cultural competencies and remote collaboration — I offer one-on-one guidance to create a personalized roadmap that aligns recruitment with global mobility goals.

Preparing for Interviews: A Candidate’s Roadmap

The interview is a performance, but it’s also a conversation about fit. Preparing effectively means building evidence and telling a consistent story. Below I outline a sequence that professionals can use to transform anxious preparation into a deliberate, confident approach.

Start with clarity: know the role and your fit

Before you respond to any question, be crystal clear about what the role requires. Analyze the job description, identify the top three competencies the employer emphasizes, and map examples from your experience that demonstrate those competencies. If your ambition includes working abroad, add evidence of cross-cultural collaboration, language skills, remote-friendly habits, or relocation adaptability.

Craft stories that demonstrate outcomes

Behavioral questions are opportunities to show, not tell. Use a consistent storytelling approach: describe the situation, the actions you took, and the measurable outcomes. Prioritize stories that show problem-solving, resilience, and learning. Keep each story concise and focused on impact.

Build a portfolio: work samples and proof

Where possible, assemble demonstrable evidence: code repositories, design artifacts, presentations, project summaries, and metrics. For global roles, include examples of cross-border projects, time-zone coordination, or communication across cultures. A short, well-organized portfolio gives interviewers tangible proof beyond your words.

Practice intentionally — not just rehearse

Role-play with peers or a coach. Focus on refining clarity, pacing, and the ability to pivot when questions change. Practice answering common behavioral prompts, technical tasks, and situational scenarios relevant to the position.

Communicate your mobility story

If international relocation or remote work is part of your plan, be explicit but pragmatic. Explain your timeline, visa flexibility, previous international experience, and how you handle cross-cultural communication. Addressing these topics proactively reduces uncertainty for hiring managers.

Follow-up with purpose

After the interview, send a concise, value-focused note summarizing your fit and the next steps you plan to take if hired. Attach a short one-page portfolio or link to work samples when relevant. If you need help with precise templates, there are ready-to-use resources like free resume and cover letter templates that speed up professional follow-up.

Tactical Interview Strategies: Questions, Answers, and Signals

Handling behavioral questions

Answer behavioral prompts with outcome-driven stories. Quantify impact when possible. If you lack a direct example, adapt a related situation and clearly explain transferable steps and reasoning.

Managing technical interviews

For technical screens, focus on clarity and method. Explain your thinking out loud, show how you break down problems, and, when stuck, ask clarifying questions. Demonstrating a structured approach is often as valuable as arriving at the right answer.

Responding to culture and fit questions

When asked about values or cultural fit, avoid vague platitudes. Describe specific behaviors you practiced in previous teams that align with the company’s stated values — for instance, an example showing how you handled feedback or aligned stakeholders across departments.

Navigating visa and relocation questions

Be candid but strategic. Share your status, mobility preferences, and any constraints. Emphasize your proactive preparation: familiarity with local regulations, prior relocation experience, or readiness to start remotely if needed.

Questions to ask the interviewer

Ask about success metrics for the role, team structure, cross-border collaboration needs, and what “first 90 days” success looks like. These questions show you are outcome-focused and thinking like a member of the team.

Negotiation and Offers: Evaluating Total Mobility Compensation

Thinking beyond salary

For global roles, consider the whole package: base pay, cost-of-living adjustments, relocation support, tax assistance, expatriate allowances, housing support, legal fees, and spouse or family support services. Factor in long-term career mobility and repatriation support.

Timing your negotiation

Wait for an offer before negotiating specifics. Use the interview conversations to gather data on budget ranges and the employer’s priorities. When you have an offer, present a clear, evidence-based case for your requests, tying your ask to the value you will deliver.

Negotiating relocation and visa support

If relocation is required, some items are more negotiable than salary: expedited visa processing, temporary housing, moving allowances, and language training. Prioritize what matters most to you and trade across components when possible.

Building a Career Roadmap that Integrates Interviews and Mobility

Your interview performance is only one moment in a longer career journey. A strategic roadmap aligns interview wins with longer-term mobility and leadership goals.

Define outcome-oriented milestones

Break your roadmap into milestones: role-specific skills, cross-cultural experience, leadership competencies, certifications, and target locations. Each milestone should have measures and a timeline.

Invest in transferable skills

Focus on skills that travel: stakeholder management, remote collaboration, evidence-based decision-making, and the ability to learn quickly. These amplify your value across geographies and industries.

Build a visible portfolio of international work

Proactively take projects that expose you to international partners or multi-market launches. Document outcomes and lessons learned to use in interviews and promotion conversations.

Upskill deliberately

Strategic learning — short, role-relevant courses, certification programs, and targeted coaching — yields better returns than unfocused study. For professionals who want both confidence and a system to prepare for interviews and career transitions, a structured course can accelerate progress by teaching repeatable frameworks and practice routines. If you’re ready to move from uncertainty to a repeatable plan, consider a structured career course that blends mindset, interview practice, and mobility planning.

Tools and Templates That Save Time and Improve Results

Templates and structured tools reduce friction and help you present consistent, high-quality evidence. Use templates for resumes, cover letters, interview summaries, and relocation checklists to avoid reinventing the wheel.

If you want to skip the guesswork, there are free resume and cover letter templates that provide a professional structure and save hours of formatting and wording decisions. For a deeper, guided program that helps you build confidence, structure your stories, and prepare for global interviews, a structured career course will give you the frameworks and practice sequences to produce measurable results.

The Interview as a Two-Way Evaluation: What Candidates Should Expect From Employers

Transparency and fairness as signals

An employer that shares the interview process, timing, and success criteria is demonstrating good hiring hygiene. Ask for clarity about the steps and evaluation criteria. Fair processes benefit candidates and employers alike.

Timely feedback and clear next steps

A professional recruiter communicates within agreed timelines and provides reasonable feedback. If an organization avoids that, you can interpret it as a sign of internal misalignment or bandwidth issues.

Evidence of candidate support for relocation

If a role requires mobility, pay attention to the organization’s support systems for relocation, immigration, and local integration. Strong programs indicate a company serious about long-term success for mobile employees.

Common Interview Mistakes and How To Avoid Them

Mistake: Not doing a job analysis for yourself

Many candidates take the job description at face value without extracting the core competencies. Break the description into tasks and required outcomes and map your examples to those specifics.

Mistake: Overemphasizing credentials over impact

Employers want results. Replace lists of qualifications with short narratives about the outcomes you delivered and the decisions you made.

Mistake: Ignoring cultural signals

Whether you’re interviewing for a global role or with a domestic company that works internationally, misreading cultural norms can be costly. Learn about communication styles, decision-making expectations, and time-zone etiquette.

Mistake: No portfolio or work samples

Whenever possible, bring tangible evidence. A short, curated portfolio reduces skepticism and improves credibility.

Practical Exercises to Increase Interviewing Skill (Weekly Routine)

Spend a focused hour each week improving one element of your interview readiness: one week on technical tasks, the next on behavioral stories, another on portfolio curation, then on follow-up writing. Repetition builds confidence and converts abstract preparation into muscle memory.

When to Seek Coaching or Structured Support

Coaching accelerates results when you have a specific objective: move to a senior role, relocate internationally, or switch industries. A coach helps you translate your resume into compelling narratives, practice high-stakes interviews, and build a personalized mobility plan. If you prefer a course-based approach, a structured program gives steady, repeatable practice with frameworks and templates that produce consistent improvements.

For targeted one-on-one planning, you can start with a free discovery call to assess your goals and design a roadmap that addresses both interview performance and global mobility planning.

Ethical Considerations: Fairness, Transparency, and Diversity

Selection systems carry ethical responsibilities. Employers must balance predictive accuracy with fairness and inclusion. Using anonymized resumes, standard scoring tools, and diverse interviewer panels reduces bias. As a candidate, you can advocate for fair practices politely by asking about the company’s hiring approach and evaluation criteria.

Looking Ahead: How Technology Will Continue to Change Interviews

AI, automated screening, and remote interviewing platforms are changing candidate experiences and employer practices. Automation can speed processes but also codify bias if poorly designed. The future will require human oversight, transparent algorithms, and continued emphasis on evidence-based validation to ensure selection systems remain fair and predictive.

Conclusion

The job interview evolved from apprenticeship and chance encounters into a formalized set of tools shaped by inventors, psychologists, military testing, and business practice. Thomas Edison helped catalyze a shift toward standardized testing and evaluative methods; subsequent decades refined those methods into structured interviews and multi-method assessment systems. For ambitious professionals — especially those integrating career objectives with international mobility — the key is to treat interviews as predictable, manageable systems rather than mystical hurdles.

Use a process: analyze the role, gather measurable evidence, practice story-driven responses, curate a portfolio, and understand mobility terms before you accept an offer. That repeatable approach converts the historical “ordeal” of interviewing into a sequence you can manage and improve.

Book your free discovery call to build a personalized roadmap that prepares you for interviews and aligns your career with your global ambitions: start a free discovery call now.

FAQ

Who truly “invented” the job interview?

There’s no single inventor who created the concept of evaluating someone for work; informal selection predates written history. The modern form of standardized testing and formalized interviews emerged in the early 20th century. Thomas Edison was a prominent popularizer of written tests and unusual screening methods, and industrial psychology and military testing later institutionalized many of the practices we see today.

Are structured interviews really better than unstructured ones?

Yes. Research consistently shows structured interviews — consistent questions, job-focused content, and objective scoring rubrics — are more reliable and fair than unstructured conversations. They reduce bias and improve the ability to predict future job performance.

How should I prepare for interviews if I want to work abroad?

Focus on transferable skills, evidence of cross-cultural collaboration, and practical proof of remote work abilities. Be explicit about mobility: your visa status, flexibility, and preparation for relocation. Build a concise portfolio that demonstrates international or multi-market outcomes, and practice explanations of how you adapt to different cultural and work norms. For templates and materials that speed your preparation, use ready-to-use application templates to create polished documents quickly.

When is it worth hiring a coach or taking a structured course?

If you have specific high-stakes goals — changing industries, applying for senior roles, or moving internationally — coaching or a structured program pays off because it offers targeted practice, accountability, and frameworks you can apply repeatedly. Courses that provide interview rehearsal, feedback, and mobility planning help you transform effort into measurable progress.

If you’re ready to turn those outcomes into a clear plan, schedule a free discovery call and we’ll design a roadmap that aligns interview strategy with your long-term mobility and career goals: book a free discovery call.