Most hiring managers became hiring managers because they’re good at their jobs. Not because they’re good at interviewing. It’s a skill most people are expected to have without ever being taught, and that gap shows up in ways that cost organizations real money and real time.
This guide walks through 10 interview best practices that help hiring managers show up prepared, evaluate candidates consistently, and make decisions they can stand behind.
Key Takeaways:
Unstructured interviews are inconsistent by design. Two managers interviewing the same candidate often reach completely different conclusions. Structured interviews, on their own, predict roughly 20% of eventual job performance. Combined with behavioral assessments and skills data, that number climbs considerably. A scorecard built before the interview starts prevents gut-feel decisions and makes side-by-side comparisons possible. Behavioral questions rooted in past experience reveal more than hypotheticals ever will. Knowing what you legally cannot ask is just as important as knowing what you should. The hiring managers who consistently make great hires don’t rely on instinct alone. They use better data from the start. Why Structured Interviews Lead to Better Hires
Left to their own devices, two managers interviewing the same candidate will often walk away with
