Why Are Interviews Broken? Reason #1 (and How to Fix It)
Trusting intuition over data.
Gut feelings might feel right, but research says otherwise: 1. Structured interviews are twice as effective at predicting job performance compared to unstructured ones. 2. Algorithms outperform human intuition, reducing bias and improving hiring outcomes.
The problem? Most hiring decisions are still based on subjective “gut instincts,” leading to inconsistent and biased results.
How to fix it:
Standardize your interview process with consistent questions and predefined scoring rubrics,
Integrate data from multiple tools and perspectives to overcome individual bias and get an in-depth, more objective evaluation of candidates.
By shifting from intuition to data, you’ll hire smarter, fairer, and more effectively.
Stay tuned for Reason #2
#interviews #hiring #informedecisions
Me: Did you use the skills-based interview guide I made for you?
Simple question: What's your best indicator of a truly sales-driven mindset?
#sales #interviews #informedecisions
10 skills you need to hire for in 2025
The Future of Jobs Report 2025 by the World Economic Forum is out.
And the skills employers need are shifting fast.
Analyzing data from 1,000+ employers across 55 economies, the report reveals the skills that will define the next era of work.
Here’s what employers say they need most:
🔟 Service orientation – Can they create value in a changing world? 9️⃣ Talent management – Can they hire, develop, and retain top talent? 8️⃣ Curiosity & lifelong learning – Can they stay ahead of the curve? 7️⃣ Empathy & active listening – Can they build trust and collaboration? 6️⃣ Tech literacy – Can they work alongside AI instead of against it? 5️⃣ Motivation & self-awareness – Can they push through challenges? 4️⃣ Creative thinking – Can they innovate in uncertain times? 3️⃣ Leadership & influence – Can they inspire action and drive change? 2️⃣ Resilience & agility – Can they adapt to disruption? 1️⃣ Analytical thinking – Can they make sense of complexity?
Why this matters for hiring:
Employers aren’t just looking for qualifications anymore— they’re looking for how people think, adapt, and lead.
What’s one skill on this list that’s underrated in your industry?
#skills #futureofwork #InformedDecisions
Picture source: WEF Future of Jobs Report 2025
59% of Employees Will Need Upskilling by 2030
The Future of Jobs Report 2025 by the @world economic forum highlights a critical shift
Upskilling isn’t just about learning more, it’s about learning the right skills.
Here’s the breakdown:
29% will need upskilling to keep up with job demands.
19% will need both upskilling and a role transition to stay relevant.
11% are unlikely to receive the necessary upskilling, putting them at risk of falling behind.
What does this mean for businesses?
Upskilling must be strategic—focusing on the skills that will drive business success, not just training for the sake of it.
Hiring must adapt—it’s not just about filling roles but hiring for the capabilities that will matter most in the future.
The biggest risk? Investing in skills that won’t be relevant in five years.
The Ultimate Guide to Interview Intelligence: What Really Matters
If you're reading this, you already understand the value of structured, data-driven interviews. The next challenge? Finding the right Interview Intelligence Platform to fit your hiring needs.
Key Considerations
Structure vs. Flexibility
Should all interviewers follow a set list of questions, or should they adapt based on their expertise?
Structured interviews are proven to be more predictive of job performance.
Flexible interviews allow for adaptability but risk inconsistency. Best Approach: Choose a platform that supports structured interviews while allowing room for customization where needed.
Skills-Based vs. Holistic Assessment
Skills-based platforms assess actual abilities, potential, and upskilling needs.
Holistic approaches focus on general experience and workplace behaviors but may lack depth. Best Approach: A skills-based framework provides clearer, more actionable insights into candidates' true capabilities.
Off-the-Shelf vs. Custom Questions
Pre-built question banks offer quick setup and industry-tested questions.
Custom questions reflect real-world challenges and prevent rehearsed answers. Best Approach: A hybrid model—use pre-built questions for efficiency while tailoring critical roles with custom assessments.
AI-Generated vs. Expert-Created Questions
AI-generated questions are fast and scalable but often based on generic templates.
Expert-created questions are research-backed, diagnostic, and designed to uncover deeper insights. Best Approach: While AI has its strengths, high-quality interview questions require human expertise to ensure fairness and accuracy.
Numeric Scoring vs. Text-Based Summaries
Numeric scores allow measurable comparisons and deeper analysis.
Text summaries provide quick, digestible insights but can be subjective. Best Approach: Use a platform that balances numeric scoring for objectivity with text insights for additional context.
Aggregated vs. Individual Interview Insights
Aggregated data helps identify trends and refine processes.
Individual insights provide interviewers with actionable feedback to improve their technique. Best Approach: Both are essential—broad insights drive organizational improvements, while individual feedback helps interviewers refine their skills.
Candidate Feedback: A Critical Feature
Providing structured, meaningful feedback enhances your employer brand and improves the candidate experience. Look for platforms that make it easy to share personalized, constructive insights.
Ethical AI: A Non-Negotiable
Before choosing an AI-powered platform, ask:
Is the scoring process transparent?
Does the system monitor and mitigate bias?
Does AI assist rather than replace human judgment?
Integration with Your ATS
For a seamless hiring workflow, ensure the platform integrates with your existing ATS.
Final Thoughts
The right Interview Intelligence Platform can transform your hiring process. Prioritizing structured, skills-based, and ethical hiring practices will help you build a more effective and fair interview process.
Which of these factors is most important to you when evaluating hiring technology? Share your thoughts in the comments.
#hiring #interviewintelligence #informedecisions
What One Question Reveals About a Candidate's Sales Mindset
Who inspires your sales candidates—and why?
Here’s the question to ask: “Do you have a role model in sales? Why did you choose them?”
What you’re looking for:
Hard work over hype: Do they admire someone for their grit, not just fame?
Consistency over luck: Is their role model someone who earned success through effort, not shortcuts?
Values alignment: Does their answer reflect the persistence and dedication your team values?
This one question uncovers whether a candidate truly respects the process of building success in sales—or if they’re drawn to shortcuts and quick wins.
Want to see how to incorporate this into your interviews? Watch the short clip, then check out the full “Hire Sales Winners” webinar for more actionable strategies.
How do you know if a candidate truly understands what it takes to succeed in sales?
Ask this question: “What does a successful career in sales look like to you?”
Here’s what to listen for: 1️⃣ Their expectations: Do they think success comes overnight, or do they recognize sales is hard work? 2️⃣ Their motivation: Are they driven by realistic, long-term goals or chasing short-term wins? 3️⃣ Their grit: Do they acknowledge the persistence and effort needed to thrive in sales?
This question isn’t about finding the “perfect” answer—it’s about spotting those who respect the grind and are prepared for the journey.
Want to see this in action? Watch the short clip, then check out the full “Hire Sales Winners” webinar for more strategies to uncover top sales talent.
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