It’s critical to avoid the financial burden of making a wrong hire. Two approaches to conducting interviews — structured and conversational — can yield different insights about a candidate.
While structured interviews make it easier to compare candidate responses and help ensure each interviewer covers distinct areas without redundancy, they may fall short in uncovering the candidate’s communication style and adaptability to change in a real-world setting.
During my time in human resources, I frequently encountered new hires who possessed extensive experience and expertise but struggled to adapt, which ultimately benefited no one. This mismatch often stemmed from a lack of alignment between the candidate’s values and the company’s environment and core principles, as well as the hiring manager’s lack of understanding about a candidate’s long-term career aspirations and motivations.Accelerate your career with Harvard ManageMentor®.
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