How to Make Candidate Selection More Effective

The following are the striking problems with standard job interviews:

·      Stakeholder impressions are frequently inaccurate, especially in free-form interviews that are currently the most frequent method of interviewing candidates.

·      Predictions of G.P.A. success are more accurate for candidates who are not met in-person and just examined by criteria.

·      Interviewers usually believe they that have an ability to choose the best candidate. Research actually reveals they are only good at choosing if they never meet the candidate.


·      Only use structured interviews so all candidates receive the same questions, which produces new hires with greater job success.

·      Also, testing job-related skills is valuable compared to random questions or chatting.

It sounds like many of us can follow some of these findings and recommendations, and then see if they turn out to be true.

Enjoy the day,


Article: The Utter Uselessness of Job Interviews by Jason Dana. The New York Times, April 8, 2017.

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