Experts don’t always agree on which type of interview is the most effective, but they are pretty well-aligned when it comes to what not to do.
Don’t go with your gut. Discourage hiring managers from making hiring decisions based simply on a “gut feeling.” Such decisions are often rooted in personal biases and lead to the wrong hire, with associated costs in lost productivity and the need to revamp the hiring process.
Don’t ask different questions of various applicants. This practice prevents an apples-to-apples comparison of candidates and could invite litigation on charges of discrimination.
Don’t rely on cognitive and personality testing. Although there may be specific instances where such assessments can be helpful, they are often unnecessary and could be viewed by some as discriminatory or an invasion of privacy. It’s better to focus on what the candidate can do on the job.
Don’t ask personal questions. Pleasant chitchat is fine, but stay away from questions about family, marital status, religion or even irrelevant hobbies, which can raise the specter of bias.