{"id":1,"date":"2025-10-29T04:02:16","date_gmt":"2025-10-29T04:02:16","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/?p=1"},"modified":"2025-10-29T04:22:56","modified_gmt":"2025-10-29T04:22:56","slug":"hello-world","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/2025\/10\/29\/hello-world\/","title":{"rendered":"What makes a good interview?"},"content":{"rendered":"<p data-start=\"273\" data-end=\"800\">When I think back on the interviews I\u2019ve been through, I realize how different they\u2019ve been and how few really felt fair or consistent. Some interviews felt totally random, like the interviewer was just chatting to see if we \u201cclicked.\u201d At the time, I didn\u2019t think much of it, but after reading Bohnet (2018) in <em data-start=\"588\" data-end=\"613\">Harvard Business Review<\/em>, I see how that kind of unstructured approach can lead to bias and make it hard to compare candidates. It\u2019s unreliable because every person ends up being judged by different standards.<\/p>\n<p data-start=\"802\" data-end=\"1289\">One of my best interview experiences was when a hiring manager used clear, situational questions like, \u201cTell me about a time you had to solve a problem under pressure.\u201d It reminded me of what Chamorro-Premuzic and Steinmetz (2013) describe as <em data-start=\"1049\" data-end=\"1082\">situational judgment techniques <\/em>questions that reveal how people actually think and act, not just how they present themselves. That kind of structure makes interviews more valid because the questions connect directly to real job skills.<\/p>\n<p data-start=\"1291\" data-end=\"1690\">If I could go back and give those employers advice, I\u2019d tell them to borrow ideas from Buckingham and Coffman (2016), focus on <em data-start=\"1422\" data-end=\"1430\">talent<\/em> rather than personality. Ask questions that uncover someone\u2019s strengths and natural patterns, not just their r\u00e9sum\u00e9 answers. And like Laszlo Bock (2014) wrote about Google, use structured scoring rubrics so decisions are based on data, not gut feelings.<\/p>\n<p data-start=\"1692\" data-end=\"1946\">Looking back, I realize the most effective interviews weren\u2019t about charm or \u201cfit.\u201d They were about giving everyone the same chance to show what they can do. Fairness, structure, and clear criteria don\u2019t just make hiring better they make it more human.<\/p>\n<p data-start=\"1953\" data-end=\"2325\">\n<p data-start=\"1953\" data-end=\"2325\"><strong data-start=\"1953\" data-end=\"1967\">References<\/strong><br data-start=\"1967\" data-end=\"1970\" \/>Bock, L. (2014). <em data-start=\"1987\" data-end=\"2016\">How to Get a Job at Google.<\/em> <em data-start=\"2017\" data-end=\"2038\">The New York Times.<\/em><br data-start=\"2038\" data-end=\"2041\" \/>Bohnet, I. (2018). <em data-start=\"2060\" data-end=\"2101\">How to Take the Bias out of Interviews.<\/em> <em data-start=\"2102\" data-end=\"2128\">Harvard Business Review.<\/em><br data-start=\"2128\" data-end=\"2131\" \/>Buckingham, M., &amp; Coffman, C. (2016). <em data-start=\"2169\" data-end=\"2198\">First, Break All the Rules.<\/em> Gallup Press.<br data-start=\"2212\" data-end=\"2215\" \/>Chamorro-Premuzic, T., &amp; Steinmetz, C. (2013). <em data-start=\"2262\" data-end=\"2281\">The Perfect Hire.<\/em> <em data-start=\"2282\" data-end=\"2312\">Scientific American Mind, 24<\/em>(3), 42-47.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When I think back on the interviews I\u2019ve been through, I realize how different they\u2019ve been and how few really felt fair or consistent. Some interviews felt totally random, like the interviewer was just chatting to see if we \u201cclicked.\u201d At the time, I didn\u2019t think much of it, but after reading Bohnet (2018) in [&hellip;]<\/p>\n","protected":false},"author":14968,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/posts\/1","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/users\/14968"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/comments?post=1"}],"version-history":[{"count":2,"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/posts\/1\/revisions"}],"predecessor-version":[{"id":5,"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/posts\/1\/revisions\/5"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/media?parent=1"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/categories?post=1"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/interviewcentral\/wp-json\/wp\/v2\/tags?post=1"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}