Interviews can create a false impression of predictability, benefiting hiring managers' biases rather than revealing actual candidate potential. Research indicates that while structured behavioral interviews yield better results, the typical unstructured formats are misleading. Often, the most charismatic candidates, who may not be the most capable, dominate interviews. Hiring managers often confuse personality traits like confidence for leadership ability, which can result in poor hiring decisions. To improve interview performance, candidates should focus on quantifying their accomplishments instead of relying solely on personal assertions.
Quantify your brilliance instead of announcing it. It's one thing to say you're 'a strong leader.' It's another to say you managed a team that increased revenue by 35% in under a year.
The typical unstructured interview allows hiring managers and interviewers to unleash their biases and subjective preferences, leading to a false sense of predictability in candidate evaluations.
Collection
[
|
...
]