{"id":11401,"date":"2025-10-15T13:19:42","date_gmt":"2025-10-15T11:19:42","guid":{"rendered":"https:\/\/www.jobprofile.ch\/?p=11401"},"modified":"2025-10-15T13:20:00","modified_gmt":"2025-10-15T11:20:00","slug":"job-interviews-often-fall-short-and-how-to-recruit-better","status":"publish","type":"post","link":"https:\/\/www.jobprofile.ch\/en\/job-interviews-often-fall-short-and-how-to-recruit-better\/","title":{"rendered":"Job interviews often fall short (and how to recruit better)"},"content":{"rendered":"[vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” bottom_margin=”50″ text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none” gradient_type=”default” shape_type=””][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text text_direction=”default” css=”.vc_custom_1759237081767{margin-top: 50px !important;}”]After nearly three decades in recruitment<\/a>\u2014first as a recruiter, and now leading Jobprofile here in Switzerland\u2014I\u2019ve seen the same truth play out again and again: smart hiring is the foundation of strong teams. Get it right, and you reduce turnover, build resilience, and create more innovation. But when we rely too much on traditional job interviews, we increase the risk of getting it wrong.<\/span><\/p>\n

Almost everyone has faced a job interview at some point. They\u2019re standard, almost ritual. But despite all the time and energy they demand, interviews are often poor at identifying the best talent. Too often, they deliver \u201csafe\u201d hires\u2014people who look the part, think alike, and fit a mold. What gets lost is diversity of thought, creativity, and fresh perspectives.<\/span><\/p>\n

But the interview format, left on its own, simply isn\u2019t enough.<\/span>[\/vc_column_text][vc_column_text text_direction=”default” css=”.vc_custom_1759237169761{margin-top: 50px !important;}”]\n

The candidate experience
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Think about the process from the candidate\u2019s side. We\u2019ve all been there: ironing clothes the night before, researching the company, practicing answers to the classic questions. On the big day, nerves set in, and the conversation often follows a predictable script: What\u2019s your greatest weakness? Where do you see yourself in five years? Why this role? Why leave your current one?<\/span><\/p>\n

Candidates deliver polished answers, smile in the right places, and try to strike the right balance of enthusiasm and professionalism. It\u2019s a performance.<\/span>[\/vc_column_text][vc_column_text text_direction=”default” css=”.vc_custom_1759237227865{margin-top: 50px !important;}”]\n

The employer\u2019s side
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For the hiring manager, the process isn\u2019t much easier. Resumes pile up, interviews get booked, and conversations blur together. Questions are asked, impressions are formed, and in the end, too many decisions come down to a gut feeling.<\/span><\/p>\n

This is the root of the problem: interviews often measure presentation skills more than real skills. They amplify biases and reward confidence over competence.<\/span>[\/vc_column_text][vc_column_text text_direction=”default” css=”.vc_custom_1759237290714{margin-top: 50px !important;}”]\n

Why interviews miss the target<\/strong><\/span><\/h2>\n

Bias and unfair picks<\/b><\/h3>\n

Human bias is subtle, but powerful. Studies consistently show that looks, height, gender, age, or even voice can tilt perceptions. A tall candidate may be seen as more \u201cleader-like.\u201d A deeper voice can inspire trust more quickly.<\/span><\/p>\n

Worse, once an interviewer forms an early impression, they often shape the rest of the conversation to confirm it. If they assume someone is less capable, they\u2019ll ask easier questions\u2014denying the chance to show depth. This locks bias in place without the interviewer even realizing it.<\/span><\/p>\n

Not a true work test<\/b><\/h3>\n

An interview doesn\u2019t replicate real work. Candidates can stretch the truth, polish stories, or adapt experiences to sound more relevant. Most don\u2019t outright lie, but they tailor their responses to fit what they believe the company wants to hear. That\u2019s natural\u2014but it doesn\u2019t always reflect reality.<\/span><\/p>\n

Relying on \u201csmall signals\u201d (a firm handshake, a thank-you note, or a well-crafted LinkedIn profile) to predict performance is shaky at best. These details say little about whether someone can actually do the job.<\/span><\/p>\n

Gut calls aren\u2019t reliable<\/b><\/h3>\n

We like to trust our instincts. But in hiring, instincts are less reliable because the feedback loop is so long. You don\u2019t know for months\u2014or even years\u2014whether your decision truly paid off. By then, it\u2019s hard to connect the dots back to a single interview.<\/span><\/p>\n

In my experience launching Adequacy, we often saw recruiters challenge the tool\u2019s results, preferring their intuition. Yet intuition alone rarely beats structured methods.<\/span>[\/vc_column_text][vc_column_text text_direction=”default” css=”.vc_custom_1759237404692{margin-top: 50px !important;}”]\n

So, how do we do better?
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Ways to sharpen interviews<\/b><\/h3>\n

Interviews will never fully disappear. Candidates expect them, and employers want to see who they might work with. But they shouldn\u2019t carry all the weight.<\/span><\/p>\n

Instead, we can improve hiring by combining interviews with stronger tools:<\/span><\/p>\n