The most deceiving aspect of the interview process, job evaluation process, and even performance appraisal system is that the candidates up for hire or promotion in an interview setting may not show their true ability in an interview. Discerning who is a “fake candidate” and who is not requires a structured interview setting that will allow each candidate to have the same exact questions while being interviewed.
“If the interviewer’s first impression is positive in an unstructured interview process, the interviewer usually asks fewer questions of the candidate and quickly switches into a “selling mode” in which the interviewer now tries to “sell” the applicant on the organization.
RECOMMENDATION: Use a structure interview format, which creates a more legally defensible interviewing process because it asks all the candidates the same questions. Also be sure to separate the process of gathering information about the candidate from the processes of promoting (selling) the company, making a decision, and negotiating an offer. Each of these processes, as you will see below, is different.”
Too often, while interviewing a candidate, interviewers will go into this selling mode. Unfortunately, they will not have the same view of each candidate and will judge subjectively instead of objectively. Without proper employee review, or employee performance evaluation, the same can happen when trying to promote someone within a company.