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Interviewers often make the yes/no hiring decision is less than one minute based on whether the person is articulate, attractive, assertive, and affable. None of these predict job success. They just cause hiring mistakes.
Over the years I’ve written a number of posts about the Performance-based Interview process I’ve been using for the past 40 years. I first developed this methodology by benchmarking how the best managers evaluated and hired the best candidates. It was honed based on tracking hundreds of these people over 10-15 years. As a result a few things stood out as great and not-so-great predictors