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?

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

Quota Blindness: The Hidden Danger in Your Sales Hiring Process

Confession: I love interview gossip.

🙊 Why did they really leave their last company?

🙊 What’s the story behind that career break?

🙊 Why did they relocate?

🙊 What’s their partner doing?

If a candidate hints at a personal story, I want to know more.

I’m dying to ask.

But I never do.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗶𝘁’𝘀 𝗡𝗢𝗡𝗘 𝗼𝗳 𝗺𝘆 𝗱𝗮*𝗺 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.

It tells me nothing about whether they can do the job.

And even if it’s slightly relevant, it’s not worth the risk of making the candidate feel exposed or judged.

An interview is not a gossip session.

It’s not therapy.

It’s a structured process to assess skills, motivations, values, and behaviors.

So yes-stay curious.

But direct that curiosity where it matters: job fit, not personal drama.

👀 I’m curious—Which areas do you feel comfortable drilling into, and which do you stay away from?

#Interviews #Hiring #Informedecisions

𝗦𝗵𝗼𝗰𝗸𝗶𝗻𝗴: 𝗘𝘂𝗿𝗼𝗽𝗲’𝘀 𝗵𝗶𝗿𝗶𝗻𝗴 𝗳𝗮𝗶𝗹𝘀 𝟱𝟰% 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲

McKinsey’s HR Monitor, published July 2025, reports only 46% hiring success.

In other words, you’d be better off flipping a coin.

Why? Because humans make the call (as they should)

But unstructured processes amplify subjectivity + bias: “gut feel,” intuition, and similarity disguised as culture fit.

The bill shows up later in churn, retraining, and missed performance.

𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 (𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝘄𝗲 𝗯𝘂𝗶𝗹𝗱 𝗮𝘁 Informed Decisions):

1. Structure the decision. Calibrated scorecards + consistent questions so interviewers compare apples to apples (not vibes).

2. Coach interviewers with data. Individual, behavior-level feedback so humans improve. Research shows that generic bias training doesn't work.

3. Close the loop with Quality of Hire. Track QoH at individual + team level to reverse-engineer what works and fix failure points fast.

This isn’t about replacing judgment - it’s giving humans a system that makes the right call easier.

#Hiring #Interviews #Informedecisions

Picture source: McKinsey, HR Monitor 2025

𝗪𝗵𝘆 𝗔𝗜 𝗸𝗲𝗲𝗽𝘀 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗼𝗹𝗱 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀

Because that’s what it’s being fed—thousands of interview guides, blog posts, templates. And what shows up over and over?

👉 “𝘛𝘦𝘭𝘭 𝘮𝘦 𝘢𝘣𝘰𝘶𝘵 𝘢 𝘵𝘪𝘮𝘦 𝘸𝘩𝘦𝘯...”

Here’s one example we found on the homepage of a vendor that prides itself on AI-generated interview guides:

> “𝘛𝘦𝘭𝘭 𝘮𝘦 𝘢𝘣𝘰𝘶𝘵 𝘢 𝘵𝘪𝘮𝘦 𝘺𝘰𝘶 𝘩𝘢𝘥 𝘵𝘰 𝘢𝘥𝘫𝘶𝘴𝘵 𝘵𝘰 𝘢 𝘤𝘰𝘭𝘭𝘦𝘢𝘨𝘶𝘦’𝘴 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘴𝘵𝘺𝘭𝘦 𝘪𝘯 𝘰𝘳𝘥𝘦𝘳 𝘵𝘰 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦 𝘢 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘰𝘳 𝘮𝘦𝘦𝘵 𝘺𝘰𝘶𝘳 𝘰𝘣𝘫𝘦𝘤𝘵𝘪𝘷𝘦𝘴.”

There’s nothing inherently wrong with behavioral questions. But over-relying on them-especially in AI-generated interviews, is risky.

1️⃣ 𝗪𝗼𝗿𝗸—𝗮𝗻𝗱 𝗵𝗼𝘄 𝘄𝗲 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗲—𝗸𝗲𝗲𝗽𝘀 𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴.

The skills it took to navigate a team clash a couple of years ago look different in today’s async, AI-enabled, globally distributed world. Past stories don’t always reflect current skills.

2️⃣ 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀.

Just because someone adapted in a previous environment doesn’t mean they’ll adapt in yours. Different pace, different culture, different pressure. Behavioral answers don’t always transfer.

3️⃣ 𝗜𝘁 𝗹𝗲𝗮𝗱𝘀 𝘁𝗵𝗲 𝘄𝗶𝘁𝗻𝗲𝘀𝘀.

The question assumes the candidate succeeded. It subtly tells them the “right” answer - before they even speak.

✅ At @Informed Decisions, we take a different path

• In a live interview, we might simulate a work planning session with a teammate who communicates very differently.

• In a take-home, we might drop in an unexpected email from a colleague mid-task that changes the scope or contradicts prior instructions.

What we learn:

🧭 Can they course-correct?

🗣️ Do they clarify or escalate?

🧩 Do they default to process, or do they seek alignment?

AI isn’t the enemy here. But without intentional design, it recycles the past, when what we need is a clearer view of future behavior.

#AI #Interviews #Informedecisions

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

Sales Leaders – This One Question Reveals True Drive

Want to know if a candidate has real sales motivation or just likes the idea of sales?

Ask them this:

"Which compensation model would you prefer?"

1️⃣ High base salary, no commissions.
2️⃣ Lower base, high commission potential.

The answer says everything.

Sales winners don’t just accept commission-based pay—they believe in their ability to earn big.

They see financial upside as motivation, not a risk.

Of course, not every sales role is the same.

But if a candidate hesitates at the idea of performance-based earnings, are they really built for the pressure of sales?

Watch this short clip to see this tactic in action.

Check out the full "Hire Sales Winners" webinar for more game-changing interview strategies.

👉 https://www.linkedin.com/events/hiresaleswinners-10proventactic7256622253704892417/theater/

#sales #interviews #hiresaleswinners #informedecisions

3 Interview Questions to Assess Active Listening n in a Sales Interview

_3 Interview Questions to Assess Active Listening in a Sales Interview Download

#Sales #interviews #informedecisions

Here is why you should stop asking candidates to walk you through their resume

"Walk me through your resume."

Heard that before?

Of course you have.

It's killing your hiring process. Here's the brutal truth:

You're wasting time. You've seen their CV. You've reviewed their LinkedIn. Why ask again?
You look unprepared. Candidates notice. They judge.
You're missing the point. Skills matter, not general history.

Want to actually hire great talent? Do this instead:

Identify critical skills for the role.
Find evidence of those skills in their CV.
Ask targeted, high-impact questions.

Example: "You grew your team from 5 to 10. What was your biggest challenge? How did you overcome it?"

Stop the resume walk-through madness. Start hiring smarter.

#interviews #questions #informedecisions

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