Despite the widely cherished view that an interview is critical to hiring the best candidates, nearly every study of the question has found practically little predictive value to the usual interview methods.
A 2013 research paper bluntly declares, “Unstructured interviews are a ubiquitous tool for making screening decisions despite a vast literature suggesting that they have little validity.”
Wharton Business School Professor Peter Cappelli echoes that observation in the Harvard Business Review: “Just winging it and asking whatever comes to mind is next to useless.”
Is there an alternative? The answer is the behavioral interview.
Defining Behavioral Interviews