We've all been there: sitting across from a candidate who exudes confidence, making it easy to mistake their self-assurance for competence. 

But don't let the swagger fool you! Here are 3 key strategies to ensure you evaluate true competence:

1. Ditch the Gut Feel: Don't settle for overall impressions or gut feelings. 

These are often biased by a candidate's confidence. 

2. Define Competence Clearly: Know what "competence" means for the specific job you're hiring for. Outline the skills, knowledge, and experience required. This clarity will guide your evaluation process and help you stay focused on what's truly important.

3. Assess Separately and Systematically: Evaluate each competence area separately using a clear set of questions, scoring rubrics, and a consistent scoring scale. This methodical approach ensures a fair and comprehensive assessment of each candidate's true capabilities.

By implementing these strategies, you can avoid the common pitfall of confusing confidence with competence and make better hiring decisions. 

Stay tuned for more tips on avoiding interview screw-ups!

#interviews #InterviewScrewUps #informedecisions