Stop Hiring on Gut Feel—Why Most Interview Methods Set You Up to Fail

Hiring mistakes rarely come from a lack of good intentions. Most people go into interviews thinking they can spot a winner right away, using everything from clever questions (“What animal would you be?”) to gut feelings formed over coffee. Yet, research—and thousands of post-hire regrets—shows these methods miss the mark far more than we realize.

Consider how even an art critic, with years of training, can be fooled by forgeries. The same is true in interviews: someone eager for a job can easily rehearse 'good' answers or act with charm for half an hour. Over and over, whether in classrooms, boardrooms, or any team setting, we see that a relaxed chat or impressive resume can't predict how someone actually performs working day-in and day-out.

Science calls this the “halo effect”: our brains latch onto one appealing trait, then wrongly assume overall capability. Structured interviews—using the same, carefully chosen questions for every applicant—help avoid blind spots and unconscious bias. It may feel less personal at first, but collecting comparable, objective data actually uncovers true strengths and weaknesses. This method is not only fairer, it leads to more consistent hiring wins.

Think back on your last few interviews and notice what influenced you most—a smart answer, a shared interest, or just a hunch? If you spot a pattern of 'voodoo' hiring, commit to one change: build and use a set of four structured questions in your next meeting. By sticking to the script with every candidate, you'll gather much clearer evidence for your decision and avoid being swayed by surface impressions. Try it for the next position you fill, and watch your confidence in choosing the right person grow.