Job interviews—we’ve all dreaded them as interviewees, and interviewers leave the vast majority of them with the knowledge that the person they just talked to isn’t right for the job. But they still remain among the most effective ways for companies to sift through talent. Why? It seems relatively straightforward—you get to sit with a candidate face-to-face (or Zoom-to-Zoom) and ask them questions that (hopefully) reveal key personality traits, work habits, future goals, and previously overlooked weaknesses. That should be more than enough for employers to go off of to make the right choice, right? Not necessarily.
There’s often a disconnect between an interview and the actual duties that the interviewee would perform should they land the job. In the case of Controller’s Group, Inc., we staff candidates at firms looking for team members to fill their accounting and finance department. Those jobs are often completed in team environments, but they’re not as personality-driven as, say, a sales role. And while people skills are important for success and integration into any work setting, they may not be the most comprehensive indicator of the candidate’s future performance.