Should people be selected for a job based only on their interview performance?

Today’s work world has certainly changed, making it more difficult to reach a definitive decision when hiring a new employee. An interviewer can no longer rely on information from a previous employer, who fears telling the truth, because of the fear of litigation. They usually limit themselves to hire and leave dates, and are even reluctant to give work history, attendance, etc. Resumes are usually doctored and difficult to confirm. Therefore, while the interview should not be the only basis for a hiring decision, it is your best indicator of how an interviewee will do if hired. With that said, multiple interviews should be conducted and preferably with more than one interviewer. Before decisions are made, compare notes and have a frank discussion of all impressions.

A keen observer begins the interview when he walks to the waiting room to greet the interviewee. The initial contact says much about the personality of the job seeker, and first impressions are usually the best. Does the interviewee stand, look you in the eye, and have a first hand shake? This tells you a lot about a person’s assertiveness, self confidence, and trustworthiness.
As they gather their materials to move to the interview room, notice how organized they are, and whether their dress is suited for the job. Under dressing is a major problem today, and will not change after they are hired. Never make a positive hiring decision with the thought of changing someone after the fact. It is like marrying a husband with the plan to change his bad habits. It never happens. Professional dress should be as important for an interview as for a job.

Be sure to ask pertinent questions regarding previous positions of employment. What is the average tenure on a job? Why did they leave? If every job smacks of a soap opera and the interviewee had problems with people at each previous job, what makes you think it will be any different with your company?
Part of the interview should involve questions about drug and alcohol use. Every company should require drug testing. It is literally amazing how many people are addicted to drugs. This may well be the reason for erratic job performance, and frequent job changes, and former employers cannot warn you if that was an issue. Look for evidence of drug use with the interviewee, such as dilated pupils and erratic behavior.

The personal interview should be a key part of the hiring process, because impressions and gut feelings are usually good indicators of a person’s worth to your company. Mix up the interviews between men and women and listen to the interviewer who is the same sex as the interviewee. Their impressions should carry a lot of weight in making a decision.

Even though you realize former employers may be less than honest, do your best to call former employers, and try to get some indication of the kind of employee your interviewee was with their company. These together should give a pretty good evaluation of character. Remember, it is always easier to not hire someone with whom you have doubts, than to get rid of them after the fact.
By Dr M Smith