Interviews are a bad way to predict job performance. Why are we still doing them?

All those interviews you do for new employees are terrible at predicting subsequent job performance. It’s a scientific fact. And no, I’m not picking on you. Job interviews are just not very useful. An interview is a very good way to figure out whether someone is agreeable, charming, and knows the correct answer to stupid questions like “What is your greatest weakness?” (“I work too hard”. “It’s taken a long time for me to learn to delegate rather than just kicking it up to 110 hours a week.” “It’s hard for me to tell people ‘no’.”) It doesn’t tell you whether they are actually hard working, or honest, or supportive of their team members when things go wrong. A job interview may help you weed out the very worst candidates–I still remember the chap who interviewed for my old tech firm, and brought out a big, soggy meatball hero which he started chomping as he talked, because he said he hadn’t had time for lunch. But other than that, they don’t do much good. I say you’re no good as an interview because no one is very good at sorting the wheat from the chaff.