Think back to your last job interview. Did you feel like the interviewer's questions revealed your aptitude for the job? If you're on the other side of the conference table, think about your last hire. Did you feel like your questions helped you figure out how the candidate would fit into the organization — and were you right?
In a recent "New York Times" article, Jason Dana, assistant professor of management and marketing at the Yale School of Management, explained:
In one experiment, we had student subjects interview other students and then predict their grade point averages for the following semester. The prediction was to be based on the interview, the student's course schedule and his or her past G.P.A. (We explained that past G.P.A. was historically the best predictor of future grades at their school.) In addition to predicting the G.P.A. of the interviewee, our subjects also predicted the performance of a student they did not meet, based only on that student's course schedule and past G.P.A.
In the end, our subjects' G.P.A. predictions were significantly more accurate for the students they did not meet. The interviews had been counterproductive.
But that's not all: Some