Typical job interview formats rely to heavily on standardized questions and do not provide an adequate means of assessing a candidate’s character, which is a major factor in someone’s fit for a position. Some ways to improve this are to facilitate a two-sided conversation, rather than a set of useless, canned questions to be met with canned answers; to talk to candidate’s subordinates as well as supervisors when checking references in order to gauge management styles; and to consider broader criteria than competency when evaluating a candidate, such as their treatment of wait staff or how enjoyable it would be to have dinner with them.
Read more: Redesigning the Job Interview: Five Ways to Better Assess Talent
