Why Are Interviews Broken? Reason #2 (and How to Fix It)

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:

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

Stay tuned for Reason #3

Recruiters: Stop Using Emotion AI For Hiring!

From facial expressions to heart rates, From voice tones to skin moisture, From gestures to micro-expressions...

AI claims to read it all. But here's what's really happening:

The market started at $34B in 2022 It's climbing to $62B by 2027 

But the science is falling apart

And worker trust is plummeting to 12.9%

Here's why it's crumbling:

  1. Scientific evidence shows NO reliable way to measure emotions - your sweaty palms could mean anything from anger to excitement
  2. Remember phrenology (the pseudo-science of measuring skull shapes to determine character)? AI emotion detection is following the same flawed path
  3. Studies reveal alarming racial and gender bias - one system consistently rated Black faces as "angrier" than White faces showing identical expressions
  4. Major companies like HireVue have already abandoned emotion analysis
  5. The EU has completely banned it.

Think about it: Should AI systems that can't reliably detect emotions have power over your next hire?

-> Have you encountered AI emotion detection in your hiring process? What was your experience?

Source: "Tech companies claim AI can recognise human emotions. But the science doesn't stack up" - Natalie Sheard, The Conversation, December 2024

"Choose one option" just got a whole new meaning...

Why Are Interviews Broken? Reason #3 (and How to Fix It)

They fail to replicate real-world challenges.

Most interviews fall into two problematic extremes: Either superficial yes/no questions ("Can you do cold calling?") Or unstructured conversations that start with "tell me about yourself" and meander wherever the candidate takes them.

Better case scenario (but still not nailing it):

Interviewers use behavioral questions ("tell me about a time when..."),

but candidates' past experiences might not match your context.

Handling a crisis in a 5-person startup is very different from managing one in a 500-person company.

Picture this:

Candidate A: "Can you handle difficult clients?" - "Yes!"

Candidate B: "Can you work under pressure?" - "Absolutely!"

(Has anyone ever answered "no" to these???)

Both get hired. Both struggle in actual client escalations and deadline crunches.

Here's how to fix it:

3 Ways to Make Interviews Mirror Reality:

1. Design scenario-based challenges using real situations your team faces - instead of asking hypotheticals, present actual project crises and dilemmas

2. Create role-specific simulations that test practical skills - have candidates handle mock customer escalations or navigate conflicting stakeholder demands

3. Present real business cases from your company's history - see how candidates would approach challenges you've actually faced

Stop testing interview skills. Start testing job skills.

->Ever hired someone who interviewed great but couldn't handle the real job challenges? Share below!

Stay tuned for Reason #4

The #1 Skill That Predicts Sales Success (Science Backed)

Research just busted a major sales hiring myth...

The strongest predictor of sales success isn't:

It's ADAPTIVE SELLING.

Science speaks: A meta-analysis of 139 studies revealed that the ability to read and adapt to different customer situations trumps all other predictors of sales success.

Think about your top performers: They excel because they can:

Yet in most hiring processes:

✓We assess experience

✓ We ask about quota attainment

✓ We verify product knowledge

? But do we evaluate adaptability?

Question for hiring managers: How do you assess a candidate's ability to adapt their selling style? 

"Always be closing" - the most dangerous myth in sales hiring.

Science has spoken:

A meta-analysis of 139 studies revealed a clear truth...

Candidates obsessed with closing deals are NOT your best performers.

The real champions?

Those who are obsessed with solving customer problems.

Let that sink in.

The data shows:

Your top performers are customer-focused sellers who:

• Take time to deeply understand business challenges

• Say NO to deals that aren't the right fit

• Build relationships instead of pushing transactions

• Focus on customer outcomes over quick wins

The evidence is clear:

Customer orientation is a stronger predictor of sales success than closing skills.

Hiring managers: What's your go-to interview question to assess a candidate's customer focus? 

Stop confusing confidence with charisma

Science reveals something fascinating:

A meta-analysis of 139 studies identified genuine self-confidence as one of the top 3 predictors of sales success.

Yes, you read that right.

It's not about being the loudest in the room.

It's about having the confidence to:

• Stay composed during tough negotiations

• Challenge customer assumptions respectfully

• Navigate uncertainty with clarity

• Handle rejection without losing momentum

But here's where most hiring processes fail:

We mistake bravado for real confidence.

We confuse extroversion with self-assurance.

We overlook quiet confidence in favor of charisma.

The science is clear:

True self-confidence - backed by competence - drives sales success.

Hiring managers: What signals help you distinguish between genuine confidence and mere bravado in interviews?

Racism, Sexism, and Ageism all in the same job post - Impressive!

Interviews - let's see- who-else-is-out-there

Me after presenting 3 perfect candidates and getting:

"Let's see who else is out there"

Money vs. Problem-Solving: The Unexpected Truth About Top Salespeople

We asked. You answered.

Here are the surprising results:

67% said top salespeople are driven by solving problems.

Not money. 

Science agrees.

A massive study analyzed 139 independent researches.

Spanning four decades.

The verdict?

"Customer orientation" is a key predictor of  B2B SaaS sales success.

It's about understanding customer needs.

Satisfying them.

But wait.

Money matters too.

Early career? It's a powerful motivator.

It fuels the hustle.

Drives growth.

Yet, there's a twist.

Financial success achieved?

Motivation can wane.

Results might drop.

The hunger fades.

So, here's the million-dollar question:

What's YOUR experience? Money or problem-solving?

Share stories of your sales top performers 👇

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