beware of creating a situation where an interview is spent trying to confirm what you think of someone, rather than truly assessing them.
most interviews are a waste of time
…serve primarily to make the interviewer feel clever and self-satisfied. They have little if any ability to predict how candidates will perform in a job.
Unstructured interviews have an r2 of 0.14, meaning that they can explain only 14% of an employee’s performance.
somewhat ahead of reference checks explaining 7% of performance
ahead of the number of years of work experience 3%
The best predictor of how someone will perform in a job is a work sample test 29% which can’t predict performance perfectly, since actual performance also depends on other skills such as how well you collaborate with others, adapt to uncertainty, and learn.
2nd best predictors of performance are tests of general cognitive ability 26%
structured interviews 26% candidates are asked a consistent set of questions with clear criteria to assess the quality of responses. 2 two kinds: behavioral & situational.