Still doing “just” an interview? Here’s why that’s wrong

Keith Francoeur
by Keith Francoeur

As Vice President, he is responsible for training and managing PCI’s global assessment team, designing and updating the Talent Success Prediction™ process (including the research and selection of the test battery and interview format), and handling custom competency mapping.

Ah, the interview. Time-tested workhorse, and only “true” way to compare resumes with talent in the flesh… Right?

Wrong. If an interview is the only tool in your talent selection toolbox, you could be missing out on seeing the complete picture.

Your hiring process should involve much more time than just an interview, because an interview can only ever scratch the surface of what you need to know.

Look at the whole picture—don’t just do an interview

Even the best job candidates need to do more than present a sparkling resume or say all the right things in the job interview to be a good fit in your company. New hires should have energy and motivation to excel in their role. They must work well with others, handle stress, accept feedback and show an ability to meet deadlines.

How can you learn if a job candidate possesses these qualities? Use an assessment process that pinpoints what a candidate brings to the table—one that offers important data on strengths, weaknesses  and potential for each job candidate.

You’ll have a better idea of what skills your candidates actually possess and where there are gaps that need to be shored up before they can move forward. The right assessment can also reveal if their weaknesses can be strengthened through training, or if there are red flags in non-trainable areas.

Create the ideal profile

If you want to gain control over your selection process, you need to clarify what qualities you are looking for in the ideal candidate. Identifying a profile of qualities best suited for the position at hand is helpful in guiding your assessment. If you know what you want to start with, you can better identify who fits the profile.

What qualities should you focus on in your profile? Start with measurable competencies that you can track in an assessment. Some of these can include leadership abilities, interpersonal qualities, thinking style and work style. These criteria will let you more accurately compare job candidates and find one who has the sort of dynamic personality, problem-solving abilities and decision-making skills found in natural leaders.

Use a complete and efficient hiring and assessment process

Determining if a job candidate is a good long-term fit for your organization requires a multifaceted hiring and assessment process. It isn’t enough to simply review a resume and conduct interviews.

To ensure an accurate fit, resume screens and interviews need to be combined with integrated testing of a candidate’s personality traits, cognitive abilities and other relevant factors, in order to yield deeper information on how well a candidate fits.

Your assessment method should cover all the bases. Resume screening and phone screening will play a part, yes—these tools can gauge required skills and non-trainable abilities. But then your candidate should be run through a legally valid, predictive assessment process that reveals where a candidate stands in important areas like interpersonal skills, personality and leadership abilities.

Lastly, top candidates should undergo a final interview with a hiring manager and a reference check, both of which should leverage data gathered in the assessment process, so a final and accurate evaluation of their capabilities can be made.

Sadly, many companies bypass assessment and jump straight to this stage.


Interviews can be the starting point in your hiring process, but shouldn’t be the final destination.
Bad hires can drain time, money and productivity from any organization. By looking beyond the interview and using detailed assessments to get a complete measurement of a job candidate, you can get a hire right the first time.

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