AI isn’t going to fix this hiring challenge.

The most significant difficulty for a hiring function is not in applying the latest automation from Artificial Intelligence, but from continued weaknesses in how interviewing is conducted.

There’s a Consistent Lack of Structure when Hiring

A structured interview refers to the consistency with which questions are used and in how candidates are scored. Recruiters who lack a structured system pose a significant liability to a company's hiring efforts. This, like other functions of recruiting, leads to bad hires, wasted time, and damage to the employer brand. 

The worst part is that it’s nothing new—research has consistently shown structured interviews are the most powerful predictors of job performance for over 30 years! AI can certainly automate administrative tasks and sift through AI-generated resumes to align with AI-generated job descriptions, but that simply speeds up a manual task. 

The challenges with people (actual humans) not having a system include:

• Inconsistent and Unreliable Assessments: Untrained interviewers often rely on unstructured conversations and gut feelings rather than a systematic approach. This leads to inconsistent interviews where different candidates are asked different questions, making it impossible to evaluate along a rubric to determine which is the best fit. Research shows that the validity of an interview increases proportionally with its level of structure.

• Little Actionable Feedback: Untrained interviewers often fail to ask effective questions that drill down to get the meaning behind the answers and align with the hiring managers’ needs.  As a result, the recruiter may not learn anything beyond what is on a resume and provide vague, unhelpful feedback that hinders the process.

• Poor Candidate Experience: Externally, bad interviews can deter top talent. An unprepared, distracted, or disorganized interviewer sends a negative message about the company's culture and professionalism. Candidates who have a poor experience are likely to share it on platforms like Glassdoor, damaging the company’s reputation and making it harder to attract quality applicants in the future.

Since AI excels at knowing what’s on a resume and comparing it to a job description, where’s the value of the recruiter who’s not using a system to get the meaning behind the answers? Very little. To provide the best results, the interview & assessment structure should assist in filtering candidates beyond what AI-supported unstructured interviewing can do.  A strong interviewing structured approach includes:

·      Qualifying questions for initial screens

·      Detailed interview guides for each interviewer with rubrics

·      A skills assessment framework

·      A final assignment for candidates

·      Reference check questions

As a result of this standardized structure, the validity (hiring choices compared to later job performance) is more than double that of unstructured interviews. Clearly, this will empower you to: pinpoint best-fit talent, avoid costly mis-hires, and make confident, data-backed hiring decisions for higher-quality final candidates.

If you want to hear more about The HireBoost Hiring System and our dynamically generated interview guides for your unique role, visit us at HireBoost.ai or Contact us at 216-970-4242.

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