The Utter Uselessness of Job Interviews
Laszlo Bock (former SVP of People at Google) did a great job summarizing decades of research around structured interviewing in his book &#x27;Work Rules!&#x27;<p>For a quick reference, the two defining criteria for a structured interview are:<p>1.) They use one or several consistent set(s) of questions, and<p>2.) There are clear criteria for assessing responses<p>That second point is really important. You can&#x27;t only ask candidates the same sets of questions and have a structured process: you need to understand what a &quot;one-star&quot; response vs. a &quot;five-star&quot; response actually looks or sounds like. Training and calibrating all of the interviewers in a large company around a similar rating system is nightmarish, so most companies don&#x27;t bother.<p>The book also outlines that pairing a work sample with a structured interview is one of the most accurate methods of hiring.<p>If anyone is interested in some in-depth structured interview questions or work sample ideas, feel free to email me. I&#x27;ve spent the last few years working on a company in the interviewing space and would love to chat.