The authors of the excellent book on persuasion, “Made to Stick“, wrote a piece for Fast Company in which they argue against interviewing as an accurate means of judging talent. They say:
“Imagine if baseball GMs, in recruiting potential players, ignored past batting statistics and instead had a beer with players at Applebee’s to test their culture fit. That’s what we’re doing by betting on interviews.
So, instead, figure out whether candidates can do the job. Research has consistently shown that one of the best predictors of job performance is a work sample. If you’re hiring a graphic designer, get them to design something. If you’re hiring a salesperson, ask them to sell you something. If you’re hiring a chief executive, ask them to say nothing — but reassuringly.”
There is some truth to what they say that argues for helping students understand how to demonstrate what they can do, and how what they can do relates to the job they are applying for.
