The job interview has been the most popular method of hiring for the past 100 years. Clearly, there’s something about talking to someone in person that we find appealing.
Unfortunately, research reveals that we tend to be pretty bad at conducting job interviews. So why are interviews so terrible at predicting job performance?
Let’s look at 5 Reasons Why Job Interviews Are Useless in our infographic below:
Reason #1: You’re easily impressed
A recent study on job interviews found that people higher on narcissism (i.e., manipulative, arrogant, and lacking empathy) are perceived to be more attractive as job candidates. Specifically, the researchers found that “narcissists tended to talk about themselves, make eye contact, joke around and ask the interviewers more questions.”
When these are the same behaviors that job candidates are encouraged to display during an interview, it’s obvious why we’re easily led astray. Continue reading
In Part I of this “Why is Hiring Broken?” series, I examined the myth of “hiring as an art,” in Part II, I discussed the myth of expert prediction, in Part III, I outlined the myth of work experience, and in this Part IV, I detail the limitations of the resume.
Imagine the typical job application process: You find a job listing that looks promising, you customize your resume (and usually a cover letter) for the role, hit “apply,” and pray to the hiring gods for the best.
Even when you find a job opening through someone you know, the first thing the person usually says is, “Send me your resume.”
When hiring has a 46% failure rate (approximately the same as flipping a coin), it’s hard to justify why the resume is so central to the hiring process. Continue reading
In Part I of this Why is Hiring Broken? series, I examined how the myth of “hiring as an art” makes subjective hiring decisions so appealing. In this Part II, I discuss the other main reason why new hires fail: The myth of expertise.
Based on Professor Highhouse’s article, let’s dispel this myth in more detail.
The myth of expertise is the belief that a person can become skilled at making intuitive judgments about human behavior – in this case, a person’s future work success. This expertise is believed to be rooted in innate ability, experience, or a combination of the two. Continue reading
With 4 million job openings coinciding with 10.5 million unemployed Americans, both employers and employees are understandably frustrated at a seemingly broken hiring system. In Part I of this Why is Hiring Broken? series, I examine the most common myth in recruiting: “Hiring is an art.”
In a previous blog post, I highlighted the main reasons you can’t trust your intuition when it comes to hiring. However, people are often resistant to using a data-based approach when it comes to hiring—even though it’s been proven with decades of research—to lead to more accurate hiring decisions.
Why Do Recruiters Reject Research? Continue reading