Adam Grant makes the argument that “Credentials are overrated, and motivation is underrated…” Too often firms focus on past experience, betting on the wrong people (and missing out on the right ones).
How can we avoid those mistakes?
The article suggests that by identifying the key skills and values in advance and then creating a standard set of behavioral and situational questions to ask every candidate will not only lead to better hires but also eliminate potential biases.
But what about those who don’t interview well? Or those who exaggerate to make a better first impression?
Adam suggests that adding work samples to the interview process – something that a candidate has produced in the past (i.e. a project or a live simulation) will be much more telling and predictive.
Suggesting that experience doesn’t matter may be exaggerating the point. That said, I’d rather hire someone who can problem solve and handle conflict vs. reminisce about our experiences in Ithaca, NY.