Professional Recruitment Interviewing

03 Common “Blind Spots” in Today’s Recruitment Interviews: 
 

1. Hiring a “Good Performer” Instead of the “Right Employee”.– Only after 3–6 months do you realize the new hire’s actual capability falls short of expectations. 

2. Hiring to “fill a seat” instead of hiring “right fit” – Pressured by workload and deadlines, managers settle for a “nearly qualified” candidate, hoping post-hire training cover the gaps.  

3. “Missing Objective Assessment Tools” – Most decisions rely on “gut feelings” and “subjective impressions” during interviews. Without a clear framework to evaluate skills, personality, or cultural fit, hiring outcomes are inconsistent—one may think the candidate is a good fit, another may disagree. 

The “Professional Recruitment Interviewing Skills” Program Will Help You: 

• Eliminate Interview Blind Spots – Avoid hiring “interview performers” by uncovering candidates’ true behaviors through Behavioral-Based Interview (BBI). 

• Make Fast, Accurate Hiring Decisions – Apply standardized processes and tools to ensure objective evaluation, avoiding reliance on gut feel or the pressure to “hire enough” instead of “hire right”. 

• Evaluate comprehensively and methodically – Master frameworks to assess candidates holistically—from expertise and soft skills to cultural fit—and learn to apply AI to enhance assessment quality. 

“Recruitment is not guesswork, it’s a science that can be learned.”