Have you ever found yourself sitting through an interview thinking, “This person seems great… but will they actually deliver?” The truth is, most interviews do a poor job of predicting how someone will perform on the job. But it doesn’t have to be that way. With a few practical tweaks, employers can run interviews that genuinely reveal a candidate’s potential.
1. Focus on the Job, Not the CV
It’s tempting to be swayed by qualifications or a polished CV, but these only tell part of the story. Instead, design questions around the actual work the candidate will be doing. For example, if you’re hiring a corporate finance analyst, rather than just talking through their CV, give them a short case study where they need to analyse a set of financial data and make a recommendation to senior management. This shows not only their technical skills but also their ability to interpret information, prioritise insights, and communicate findings clearly.
At VANRATH, we often see clients get excited about a candidate’s “people skills” on paper, only to discover they struggle with the realities of the role. Job-specific exercises are far more revealing.
2. Use Behavioural Questions
Behavioural questions – the ones that start with “Tell me about a time when…” – are gold for predicting future performance. People tend to repeat patterns of behaviour. Ask questions that target the skills and traits that matter: problem-solving, teamwork, resilience.
For example, “Tell me about a time you had to meet a tight deadline with limited resources. How did you manage it?” This will give you insight into their planning, prioritisation, and stress management – things a CV rarely captures.
3. Keep It Structured
It might feel friendlier to have a free-flowing chat, but unstructured interviews are notoriously poor at predicting job success. Create a consistent set of questions for all candidates, and score answers against clear criteria. This helps remove bias and ensures you’re comparing like-for-like.
Even a simple scoring system – say, 1 to 5 for each key competency – can make a massive difference. You’ll quickly see who genuinely has the skills, rather than who’s just charming.
4. Include Practical Tasks
If possible, give candidates a short, practical task. For example, a junior sales role might include a mock call with a “customer”, while an admin role could involve a short spreadsheet exercise. These tasks don’t have to be complicated, but they show how candidates perform under realistic conditions.
5. Don’t Ignore Culture Fit (or Misfit)
Performance isn’t just skills – it’s also about how someone works within your team. Ask questions that reveal work style and values. Simple things like, “What type of team environment helps you do your best work?” can tell you whether someone will thrive – or struggle – in your workplace.
In short: stop relying on gut instinct and CVs alone. Structure your interviews, focus on real-world tasks, and ask questions that reveal behaviour and values. Do that, and you’ll hire people who don’t just look good on paper – they actually deliver. Running interviews that truly predict performance saves headaches down the line and helps build a team that genuinely works.