Research shows that the judgment of the interviewers
- in the best case adds nothing of relevance to the admissions process.
- can be harmful, undercutting the impact of other, more valuable information about interviewees.
What can be done?
- Structure interviews so that all candidates receive the same questions to make interviews more reliable and modestly more predictive of job success.
- Test job-related skills, rather than idly chatting or asking personal questions.
P.S.: You could also learn from the most successful companies and select applicants based on IQ tests – which means they are well equipped to adapt to the ever changing requirements and challenges of modern work.