Blind spots in interviews and how to avoid them


The greatness of our social being characteristics is that we can easily connect with each other and have conversations that influence our energy. It is as valid for interviews, as for any other encounter and it makes our job amazingly beautiful. It can also become a challenge, as having great conversation skills does not make up for the technical ones.

Therefore, a potential and harmful blind spot is getting carried away by a person’s open and friendly personality. Whilst it is always great from the perspective of coordinating a team, there are also other things that have to be taken into consideration and evaluated. References, situational and competency-based interviews, examples of solutions to specific situations the candidate has implemented, carefully tailored questions to identify behavioural patterns have to be added to the discussion so as to clarify all details.

Another notable blind spot would be rushing to consider a candidate as not being suitable before doing a more complex appraisal. Consequently, we are to leave the subjectivism aside and correctly asses the know-how, experience, skills, values and potential match with our client’s company.