Some of these articles get frustrating in that many of these errors can be avoided with a proper hiring process. From Inc.com’s Employers Often Misread Job Applicants:
Similarly, out of 400 human resource managers polled, 59 percent said they have misjudged an applicant as being a good fit for the company, while 85 percent said they had lost an employee that simply wasn’t suited to the firm’s work environment, the survey found.
According to Diane Domeyer, executive director of OfficeTeam, the interview is a prime opportunity for job seekers to assess the organization. “The interview is a two-way street,” Domeyer said in a statement. “Employers are looking for clues to an applicant’s work ethic and personality, and job seekers want to learn more about the company culture.”
“Looking for clues” about personality are hiring approaches that lead to 59% misjudgments of applicants. At a minimum, objectively assessing candidates removes the need to spend interviewing time to formulate guesses regarding a candidate’s personality.
Candidates are on their best behavior during an interview. Most of them are adapting their behavior to appear more compliant than they truly are. That is one reason why trying to discern their personality during the interview is high risk and often inaccurate.