Assessing Candidates You Interview
By Jeff Altman, The Big Game Hunter
LinkedIn’s AI posed this scenario about assessing candidates, “The main purpose of any interview is to assess the candidate’s fit for the role and the company. However, remote interviews may pose some limitations or biases that can affect your evaluation. For example, you may not be able to observe the candidate’s work environment, personality, or teamwork skills as well as in person. To overcome these challenges, you need to use reliable and valid assessment methods and tools, such as structured interviews, online tests, simulations, or case studies. You also need to use objective and consistent criteria and rubrics, and avoid making snap judgments based on superficial factors.”
My response was, “Having worked in search for many years and now coaching people and firms globally, few hiring managers are trained to interview people. The best doers were promoted to manager and no one trained them to interview well. My opinion is that structured interviews are the best way to head off interviewer biases in the first two rounds of interviews (with the screener and with the first person representing a department). It ensures that a new hire meets certain baseline skills before escalating into the plus skills. Finally, I don’t believe interviewers can assess for personality fit. After all, the candidate is on good behavior as are you. It is impossible to make that determination when both of you are trying to fool one another.”
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