The 2025 Global Candidate Experience (CandE) Benchmark Report, based on feedback from 66,000+ candidates across dozens of countries, surfaces this clearly.

𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗼 𝗻𝗼𝘁 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 “𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.”

𝗧𝗵𝗲𝘆 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘆𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿𝘀.

The report shows that 𝗶𝗻𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿𝘀 is one of the strongest drivers of:

• Perceived unfairness

• Confusing or contradictory decisions

• Poor candidate experience

𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿 𝗶𝗻𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆 𝗺𝗲𝗮𝗻𝘀 𝘁𝗵𝗶𝗻𝗴𝘀 𝗹𝗶𝗸𝗲:

• Different interviewers evaluating different skills for the same role

• The same answer being scored as “strong” by one interviewer and “weak” by another

• Interviewers relying on personal standards instead of shared criteria

• Hiring decisions driven by who interviewed the candidate, not how the candidate performed

And most organizations never see it happening.

Why? Because interviewers are rarely measured.

𝗠𝗼𝘀𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗱𝗼 𝗻𝗼𝘁 𝘁𝗿𝗮𝗰𝗸:

• How consistently interviewers score the same skills

• Which interviewers actually differentiate top performers from poor hires

• Which interviewer behaviors correlate with post-hire performance and retention

At Informed Decisions, we treat interviewing as a capability, not a personality trait.

We help teams:

• Measure interviewer consistency at the skill level

• Identify which interviewers make predictive decisions

• Give interviewers concrete, skills-based feedback

• Continuously improve interviewer quality using post-hire outcomes

When interviewers become more consistent and more predictive, fairness improves by default.

So does candidate experience.

If you cannot explain why one interviewer’s decisions are more accurate than another’s, you are guessing.