This Forbes article was published in 2015, and over nine years later, many interviewers still walk into interviews (physically or via Zoom) unprepared and without the tools to assess job-specific skills.
Often resorting to the go-to interview question “tell me about yourself” and exiting the interview with feedback ( “I liked —–. We had a great conversation, it turns out we have —– in common. ——- will be a great fit here.”) Or (“I had a decent conversation with ——. I didn’t get much of a sense for —— and not sure they will work out here.”) that tells you nothing relevant and worse is counterproductive, leaves a terrible impression on candidates, could lead to bad hiring decisions, and cost the company thousands of dollars. According to the LinkedIn Innovative Chronicles, a bad hire with an average salary of $60,000 can cost the company up to $127000.
Are Structured Interviews the answer?
In the world I described above, structured interviews are a huge improvement and a critical component of success in interviewing and hiring.
They give interviewers structure, direction and exact interview questions that are designed to reduce bias, increase equity (every candidate is asked the same questions), and assess the skills identified.
Sounds great but they only work if you know what you’re hiring for.
How often have you started with a job profile that changed and evolved as you met candidates or as you thought through the actual need? And how often were you unsure exactly what you needed to hire for and just wanted to see what’s out there? We’ve all done this.
Now, imagine attempting to build a product without a clear picture of what it is you’re trying to accomplish, the outcome you’re shooting for, or the problem you want to solve. Could you stumble on the right product? Maybe, but the journey will be filled with many misfires.
Similarly, suppose you don’t have a clear picture of the problem you’re solving by with this role and what success looks like. In that case, you will struggle with building an appropriate structured interview process and examining the appropriate skills. Could you stumble on the right candidate? Sure, but likely after many interviews or worse, failed hires that impact your team’s productivity, lead to morale challenges that then lead to attrition and impact your employer reputation as well as cost the company time and money.
By taking the time to define the problem and desired outcomes, you can significantly improve your chances of making successful hires and avoid the costly consequences of a bad one. Remember, a well-structured interview process starts with a clear understanding of what you’re trying to achieve.
