Why an interviewer's gut feeling about a job candidate is often wrong.

Think you can spot talent in a job interview? New research exposes just how wrong you might be.

Job interviews only explain 9% of variance in job performance, research finds, leaving 91% unaccounted for.

Unconscious biases heavily influence interview decisions, often overshadowing key job-related competencies. In light of this, it's worth asking: How much of our hiring decisions are based on evidence, and how much on subjective impressions? Let's explore why interviews are poor predictors of performance and discuss ways to improve hiring decisions.Anyone involved in hiring has been there: sitting across from a candidate, convinced we can gauge their potential and predict their performance based on a 60-minute conversation.

Further, interviews are equally mediocre at predicting both task-specific skills and broader contextual behaviors. This suggests that the standard interview format may be too blunt an instrument to capture the nuances of diverse job requirements.

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