Prioritizing confidence over competence.

Here's what we learned from analyzing thousands of interviews: 

The #1 predictor of high interview scores? 

"Effective communication" - basically, how well candidates sell their story.

And it gets worse:

The Dunning-Kruger effect shows that less competent people often overestimate their abilities, while true experts tend to underrate themselves.

Picture this:

Candidate A: A brilliant developer who understates their achievements Candidate B: An average coder who tells captivating stories about their limited experience

Who gets hired more often? You guessed it - Candidate B.

Here's how to fix it:

3 Ways to Test Real Skills, Not Just Talk:

• Run skills-based, structured interviews that measure specific abilities through relevant questions.

• During the interview, ask candidates to solve real problems, not just describe past solutions.
• Include work samples that mirror actual job tasks.

Stop hiring the best storytellers. Start hiring the best performers.

Stay tuned for Reason #3