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

3 Insider Ways to Spot a True Sales Go-Getter

True sales hustlers speak less and do more.

Our latest webinar unveils how top interviewers decode true ambition:

Caution: This might challenge your conventional interview script.

60-second video preview drops the playbook 👇

Full webinar here: https://www.linkedin.com/events/hiresaleswinners-10proventactic7256622253704892417/theater/

Question: What's your go-to method for identifying a true sales go-getter?

#sales #interviews #informedecisions

A PROPER INTERVIEW INFRASTRUCTURE IS ESSENTIAL FOR GREAT HIRING

Sometimes, others say it better than we, and leave us nothing to do but quote them.

Thank you @Dr. John Sullivan for hitting the nail on it's head, and so accurately describing exactly what we do:)

You’ll Never Achieve Great Hiring Until You Better Document Your Interviews

"46% of hires fail, and Google found interviews can have a lower predictive value than a coin flip. Also, research by Gallup found that “Companies fail to choose the candidate with the right talent for the job 82% of the time.” In my experience, you can fairly blame the common hiring interview for many of these hiring failures.

Interviews are the most dominant and, at the same time, the most flawed candidate assessment tool. The most common interview flaws that should be documented range from untrained interviewers, illegal questions, not keeping track of interviewer scores, and an interview process that has no built-in process for continuous improvement.

Moreover, everyone knows that without adequate documentation, you can’t continually improve using failure analysis to determine the root causes of most interview failures. Both statistical correlations and AI are ineffective without documenting data covering what specific factors accurately predicted the new-hire’s on-the-job performance.

Unfortunately, very few interview processes, whether in corporate or small businesses, keep more than the most basic documentation and data after the candidate starts the job. Without that documentation in important areas like the scores given by each interviewer, the questions asked, and the answers provided. No one will be able to go back and find the flaws that occurred. And then fix them for upcoming interviews.

In this brief article, I am highlighting the many areas where hiring interviews should be better documented and why it’s necessary."

#interviews #informedecisions