An interview process when recruiting should be an added instrument in order to evaluate the quality of applicants being screened. However, just relying on that alone would not make it effective anymore.
This is the conclusion drawn by this article as it mentions this as the number 1 common mistake that most recruiters commit. Aside from that, here are the three suggested reasons that experts concluded on this type of mistake:
-Most managers don't structure an interview and determine the best answers (develop a scoring weight) before the interview.
-Candidates do a lot more interviewing than most managers and are more skillful at presenting a strong appearance than the average manager is at probing past their "front."
-An interview does help evaluate "personal chemistry" and allow the manager to get a feel of how well they might get along and work together. This is an important issue even if it doesn't predict the candidate's future potential to succeed in the job.
Before embarking on an interview process, I suggest that having a structured one and developing it would be the best way to minimize the errors that you could commit when hiring.
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