Let's explore the reasons why most people are not qualified to conduct interviews, and offer solutions to help you improve your interviewing process and hire the best candidates for your team.

Conducting interviews and assessing people accurately and objectively is critical for every business. Most people aren't qualified to conduct interviews and assess talent. Business and people problems can be traced back to hiring or trusting the wrong person to conduct an interview/assessment, negatively impacting talent, teamwork, and the company.

“Business and human endeavors are systems…we tend to focus on snapshots of isolated parts of the system. And wonder why our deepest problems never get solved.” ― Peter Senge

Interviewing and assessment are complex and nuanced processes. Without proper training and experience, interviewers ask the wrong questions, miss important information, and make decisions based on their biases and prejudices.

Most people are not qualified to conduct interviews because they lack impartiality. Interviewers develop personal relationships with the candidates or are vested in the outcomes. Impartiality is the human condition we must recognize and acknowledge to do things better for ourselves and others.

Bad hires, legal issues, low company engagement, missing revenue targets, and stressful and toxic work environments can all be traced back to poor hiring and assessment processes; these are the roots of almost all business problems.

Very few organizations have the resources for professional, experienced interviewers like behavioral scientists, so I recommend using Opusuna instead of relying heavily on interviews. Opusuna is the only behavioral assessment developed in the twenty-first century, and it's a more effective way to assess talent and build teams than time-consuming and ineffective interviews. Opusuna uses physics and dynamic systems theory to measure how people interact and work together to solve problems and overcome obstacles.

Opusuna is not a personality, IQ, or psychometric assessment. Opusuna is not a version of Myers-Briggs, DISC, and Predictive Index assessments dating back to the 1960s, 1970s, or 1980s. Opusuna doesn't look or produce anything familiar. Opusuna is a forward-thinking approach to identifying people's unique talents, motivations, and teamwork abilities. Opusuna comes from behavioral science research and observation by two behavioral scientists, Drs. Presser and Gerber. The University of Pennsylvania, Journal of Labor and Employment Law singled out Opusuna's role-based assessment as being free of age, gender, and cultural bias.