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