Why do we still know structured interviewing works and then just… not do it
Seriously asking.
The validity evidence is about as solid as it gets in applied psych. Consistent questions, behavioural anchors, standardised scoring. Schmidt and Hunter basically settled this decades ago. Adverse impact is better than most alternatives. It scales fine.
And yet most companies I've ever encountered just let hiring managers ask whatever comes to mind and then argue about vibes in the debrief.
I've gone back and forth on why this keeps happening. Is it that nobody trains hiring managers on any of this? Is it that building a proper competency framework feels like a big project and the role needs filling this week? Or do people just genuinely trust their gut more than a rubric, even when all the evidence says they shouldn't?
My honest guess is it's not really a knowledge gap anymore. Most TA leaders know the research. It's more that nobody's figured out how to make it easy enough that a busy hiring manager actually does it under pressure.
Anyway. Has anyone here actually cracked this in practice or are we still having the same conversation we were 20 years ago?