Digging deeper, the researchers found that about three-quarters of the difference in ratings between initially accepted and initially rejected students was due not to more-objective measures, such as grades, but rather to the interviewers‘ perceptions of the candidates in unstructured interviews.
I don’t expect lotteries to replace interviews in most situations, but the evidence against unstructured interviews should make any hiring manager pause.
These interviews should not be your evaluation tool of choice; they are fraught with bias and irrelevant information.
These interviews pose the same set of questions in the same order to all candidates, allowing clearer comparisons between them.
Structured interviews are not just about discipline in asking questions – some companies, including Google, structure the content of their interviews using data.
Replacing unstructured with structured interviews is only part of the battle; managers should also abandon panel, or group, interviews altogether.
To state the obvious, if you have four interviewers, four data points from four individual interviews trump one data point from one collective interview.