A successful interview should determine if there is a match between a candidate and the job. Furthermore, a good interview process allows HR to understand the job seeker's behaviour, values, motivations, and qualifications. Time and time again HR has seen candidates hired for sales jobs that don't like calling people or customer service employees who can't look into the customer's eyes and say, "Hello." Then there are good employees promoted into management positions having no clue of how to lead and manage others.
Lack of purpose - Not only should HR determine the best applicant, but they also convince the applicant that this is the best place to work in.
Lack of clearly defined job competencies - Each job can have anywhere from 6-14 job competencies. Identify the behaviours; knowledge, motivations and qualities incumbents need to be successful in the job.
Lack of structure - The best interview follows a structured process. This doesn't mean that the entire process is inflexible without spontaneity. It means that each applicant is asked the same questions and is scored with a consistent rating process. A structured approach helps avoid bias and gives all applicants a fair chance. This can be accomplished by using behaviour-based questions, role-plays and situational questions.
Traditional interviews are never completely reliable. Yes, a structured approach will improve the HR's chances, but it is essential to go a step further. Pre-employment screening is an important aspect of the hiring process for most employers. By using various assessments and profiles, organisations have been able to help clients reduce turnover and improve the quality of their workforce.