There are a number of reasons for this type of disagreement, but they generally boil down to a single issue: You haven’t clearly defined the role. This means that some interviewers may end up evaluating candidates on irrelevant criteria or neglecting to assess the most important qualities for the role.
That’s why the structured interview approach is so powerful.
Instead of relying on gut feelings and the personalities of the interviewers, you begin with a strategic kick-off meeting between the hiring manager and talent acquisition. Continue reading