@jonathan.yabut: 𝗚𝗔𝗥𝗕𝗔𝗚𝗘 𝗜𝗡, 𝗚𝗔𝗥𝗕𝗔𝗚𝗘 𝗢𝗨𝗧. 𝗗𝗢𝗡'𝗧 𝗨𝗡𝗗𝗘𝗥𝗘𝗦𝗧𝗜𝗠𝗔𝗧𝗘 𝗛𝗢𝗪 𝗥𝗘𝗖𝗥𝗨𝗜𝗧𝗠𝗘𝗡𝗧 𝗠𝗔𝗞𝗘𝗦 𝗢𝗥 𝗕𝗥𝗘𝗔𝗞𝗦 𝗔 𝗖𝗢𝗠𝗣𝗔𝗡𝗬! A polished resume and impressive interview answers do not always predict how well someone will perform. Candidates can rehearse stories via ChatGPT, while interviewers can mistake confidence for competence. Improve your recruitment system by gathering evidence from multiple methods and perspectives. 𝘾𝙤𝙣𝙨𝙞𝙙𝙚𝙧 𝙩𝙝𝙚𝙨𝙚 4 𝙨𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙚𝙨: 📌 𝟭. 𝗦𝗶𝗺𝘂𝗹𝗮𝘁𝗲 𝘁𝗵𝗲 𝗮𝗰𝘁𝘂𝗮𝗹 𝘄𝗼𝗿𝗸 Give candidates case simulations and role-plays that reflect the position. Applicant for a graphic designer? Dedicate 1 hour for them to design a poster, and let them explain what's their thought process. Do not rely solely on stories about their past achievements—observe how they analyze, decide, communicate, and execute. 📌 𝟮. 𝗜𝗻𝘃𝗼𝗹𝘃𝗲 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗼𝗻𝗲 𝗲𝘃𝗮𝗹𝘂𝗮𝘁𝗼𝗿 Avoid allowing one interviewer to control the entire decision. Include people with different roles and perspectives, then require them to score candidates independently using the same criteria before discussing their impressions. And please, don't let this step be managed solely by HR! Stakeholders should be interviewing candidates because they're the ones working with these talents! 📌 𝟯. 𝗔𝘀𝗸 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝗽𝗿𝗲𝗱𝗶𝗰𝘁 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿 Replace generic "Tell me about you" questions with realistic workplace dilemmas. Ask: “What do you do when someone strongly disagrees with your ideas in a meeting?” or “What's your criteria for prioritizing tasks when there's too many to juggle?” Follow up by asking candidates to explain their reasoning, trade-offs, and next steps. A strong recruitment system does not hire the person who interviews best. It hires the person who provides the strongest evidence that they can perform the job. ==== Invite us to train & inspire your teams to success. Visit our official website, www.jonyabut.com or inquire about our bespoke, private workshops through email: [email protected]

Jonathan Yabut

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Wednesday 16 September 2026 02:22:20 GMT