The Hidden Truth About Interviews: Why Most Fail and How to Fix Them

Interviews often feel like a gamble. You meet a candidate, form an impression, and decide if they’re right for the job. But most interviews predict job success only slightly better than chance. Why? Because they rely on superficial factors: charm, appearance, or rehearsed answers.

The solution lies in a structured, evidence-based method focusing on two core questions: asking candidates about their most significant accomplishments and probing how they would solve a real problem relevant to the role. These questions force candidates to provide specific examples and demonstrate their thinking, revealing motivation, leadership, and problem-solving skills.

One hiring manager shared how a candidate who stumbled in the initial interview shined when asked to describe a challenging project in detail. The follow-up questions uncovered consistent patterns of success and growth, leading to a confident hire.

Interviewers are advised to withhold judgment during the interview and delay decisions by at least 30 minutes to overcome first impression bias. Repeating the questions across different scenarios helps identify trends rather than isolated anecdotes.

This method not only improves accuracy but also fairness, giving candidates who may be less polished a chance to prove their true potential.

Transforming your interviews with this technique is a game changer. It requires training and discipline but pays dividends in hiring quality and team performance.