69% 𝗼𝗳 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿𝘀 𝘀𝗵𝗮𝗿𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲𝗹𝘆 𝗮𝗳𝘁𝗲𝗿 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀

They're making a critical mistake.

Here's why:

- Your brain needs silence first.
- Your impressions need space to form.
- Your judgment needs independence.

Let me paint you a picture:

You just finished an interview.
You're feeling positive about the candidate.
Your co-interviewer turns to you:
"That candidate was so tedious..."

And just like that - your original impression gets clouded.

The science backs this up:
Independent judgments, when combined, are more accurate than group-influenced decisions.

Here's what happens when you share too soon:

1. You fall into groupthink
2. You lose unique perspectives
3. You reduce evaluation accuracy
4. You turn two brains into one

The Informed Decisions Method:
(tested across 10000+ interviews)

Step 1: Complete your evaluation alone
Step 2: Document your thoughts
Step 3: Score the candidate
Step 4: Only then - discuss with others
Step 5: Keep your original scores

Remember:
Multiple interviewers = Multiple perspectives
Don't accidentally turn it into one.

The best part?
This takes just a few minutes of independent thinking.
But it can save you from making a 6-figure hiring mistake.

Quick question:
Did you ever feel pressured to change your mind about a candidate after a group discussion?

6 Reasons Every Position Needs a Job Profile

  1. It's not just a description—it's a compass.
    Think of it as your North Star, guiding you past flashy resumes to what truly matters.
  2. Abstract becomes actionable.
    'Problem Solver'? 'Effective Communicator'? A job profile turns vague ideas into real, observable actions and behaviors.
  3. Finds the perfect blend of skills and culture.
    It aligns technical abilities with "power skills" (soft skills) and ensures the candidate adds to your team's culture.
  4. Consistency across hiring teams.
    No more subjective guesswork—everyone’s on the same page about what success looks like.
  5. It’s a hiring cheat code.
    The clearer the profile, the faster you find the candidate who’s more than just qualified.
  6. Preps for long-term success.
    This blueprint isn’t just for today—it sets the tone for future growth and team alignment.

Why stick to outdated job descriptions when you can use profiles and better predict success?

Check out our 'Do it Yourself' guide for building a job profile to set you up for hiring success

3 Reasons Job Profiles Beat Job Descriptions Every. Single. Time.

  1. Clarity over chaos: Everyone knows success.
    Job descriptions are vague and leave room for misinterpretation.
    Job profiles? They align your hiring team on exactly what "good" looks like.
    No more debates. No more mixed signals.
  2. Bias out, talent in.
    Job descriptions often narrow the funnel with irrelevant filters.
    Job profiles focus on skills, broadening the pool of qualified candidates.
    It’s not about where they’ve been—it’s about what they can do.
  3. Interviews that test, not guess.
    Forget generic questions.
    A job profile ensures your interviews assess real-world skills,
    like testing negotiation abilities through tailored scenarios.

If job descriptions are outdated,
why stick with them when profiles deliver precision and results?

How do you ensure you’re hiring for success?

Check out our 'Do it Yourself' guide for building a job profile to set you up for hiring success:

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? 

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!

6 Reasons Every Position Needs a Job Profile

  1. It's not just a description—it's a compass.
    Think of it as your North Star, guiding you past flashy resumes to what truly matters.
  2. Abstract becomes actionable.
    'Problem Solver'? 'Effective Communicator'? A job profile turns vague ideas into real, observable actions and behaviors.
  3. Finds the perfect blend of skills and culture.
    It aligns technical abilities with "power skills" (soft skills) and ensures the candidate adds to your team's culture.
  4. Consistency across hiring teams.
    No more subjective guesswork—everyone’s on the same page about what success looks like.
  5. It’s a hiring cheat code.
    The clearer the profile, the faster you find the candidate who’s more than just qualified.
  6. Preps for long-term success.
    This blueprint isn’t just for today—it sets the tone for future growth and team alignment.

Why stick to outdated job descriptions when you can use profiles and better predict success?

How has your team approached defining what makes a candidate thrive?

Check out our 'Do it Yourself' guide for building a job profile to set you up for hiring success:

How to Write a Job Profile To Hire Top Talent