Jordan Burton took to the Linkedin Talent Solutions blog with his piece, “Why ‘Throwing Candidates Off’ with Curveball Questions Is a Bad Idea.”
Burton highlights problematic approaches to interviewing that can be costly given the limited window an interviewer has with the candidate:
- Asking a curveball question to see how the candidate handles ambiguity
- Stressing the candidate out to see how they act under pressure
- Probing a random detail in a story to keep a candidate honest or catch them in a lie
- Asking the candidate to “sell” you on anything (like why they want the job)
The real predictive power is in the “facts about what this person has actually done in their career” and it’s important to not “use [interviews] to play games”
