Smarter Interviews for Finding Smarter Humans

We used to do our interviews in the pub, believing that the easy-going setting made the interview a natural reflection of ‘us’. For a while, though, we've known that we could do better at interviewing people. Mostly we've known because we got to the end of interviews and felt that we hadn't found out as much about the person as we should've done, and arranged a follow-up to ask more questions. All too often, we found we’d been caught out by our first impressions.

So, we’ve changed the way we do interviews. No longer do we have ‘past-behavioural interviews’, that look backwards at how a person has acted in the past. Instead, our interviews look forward and are structured to take account of our social, behavioural and decision-making biases.

In this session you’ll learn about some of these biases, such as

• the halo effect,

• availability heuristic,

• confirmation bias,

• anchoring, and

• the bias blind spot

and the problems that arise from past-behavioural interviews.

You’ll also learn about our approach to interviewing – structured interviews, and our particular take on them. Our structured interviews are designed to account for those social and decision-making biases and make interviewing people altogether more human. That way, we can support them better in their work and create healthy and happy teams and workplaces.