Why Interviews Alone Are Failing Businesses

Why Interviews Alone Are Failing Businesses – And What to Do Instead

In today’s complex hiring landscape, traditional interviews no longer offer the reliability or depth required to make confident recruitment decisions. They are often subjective, prone to bias, and limited in scope. While interviews continue to dominate hiring processes, they frequently fail to predict real-world performance or distinguish between candidates who appear equally qualified on paper.

According to Christen Gilchrist, Business Psychologist and specialist in organisational effectiveness, this is a major blind spot for many employers.

“Hiring is one of the most business-critical decisions you can make – and relying on interviews alone is like trying to pick a racehorse based on a photo. Assessment centres give you the full picture: how people think, behave, collaborate, and respond under pressure.”

What Are Assessment Centres?

Assessment centres are structured, multi-method evaluations designed to assess candidates across a range of job-relevant competencies. These sessions often include role plays, group discussions, written tasks, psychometric testing, and presentations. Each element is crafted to simulate the type of challenges a candidate may face in the role, providing a more holistic view of how they are likely to perform.

Gilchrist works with organisations across sectors to design assessment centres that are fair, evidence-based, and aligned with business needs:

“When designed properly, assessment centres are one of the fairest and most accurate hiring methods available. They allow candidates to show – not just tell – what they’re capable of.”

A More Accurate Way to Predict Performance

Research has consistently shown that assessment centres outperform traditional interviews in terms of predictive validity. Studies such as those by Hermelin, Lievens and Robertson (2007) demonstrate that assessment centres predict job performance more effectively than cognitive ability or personality tests alone. Used in combination, they provide a powerful approach to understanding a candidate’s capabilities.

“I always advise clients: if you want to know what someone’s really like at work, don’t just ask – watch them in action,” says Gilchrist.

Reducing Bias and Increasing Fairness

A key advantage of assessment centres is their ability to reduce the impact of unconscious bias. With standardised scoring criteria and multiple assessors observing behaviour in real time, organisations are less likely to be swayed by personal impressions or stereotypes.

“You can’t remove bias entirely, but you can design a process that protects against it,” Gilchrist explains. “The structure of assessment centres allows us to focus on what matters most – job-relevant behaviours.”

Enhancing Candidate Experience and Employer Brand

Candidates also tend to perceive assessment centres as fairer than traditional interviews. When assessments are clearly linked to the role and designed to allow candidates to demonstrate a broad range of skills, they create a more positive and transparent experience. This, in turn, supports employer branding and boosts offer acceptance rates.

Unlocking Long-Term ROI

While assessment centres are sometimes seen as costly or resource-intensive, Gilchrist emphasises their long-term return on investment:

“Yes, assessment centres cost more than interviews upfront – but the ROI is clear when you consider the cost of a bad hire. The value comes from better hiring decisions, reduced turnover, and stronger performance.”

Assessment centres also provide detailed behavioural insights that can support onboarding and development from day one. They offer hiring managers and HR teams a level of feedback and direction that interviews simply cannot.

Identifying Future Leaders

Beyond recruitment, assessment centres are invaluable tools for identifying leadership potential. Because they test candidates in unfamiliar or challenging scenarios, they allow organisations to spot behaviours that indicate readiness for future progression.

“Assessment centres are particularly useful when evaluating internal talent for promotion or leadership programmes,” Gilchrist says. “They help you spot those who may not have the traditional track record but do have the capability and mindset to succeed.”

A Flexible and Scalable Tool

Modern assessment centres are more flexible than ever. They can be delivered in person or virtually, integrated with other assessment tools, and tailored to suit organisations of all sizes. From early careers hiring to senior leadership development, the method adapts to a wide range of contexts.

A Call for Change

In a world where talent decisions carry more weight than ever, continuing to rely on outdated hiring methods is no longer defensible. For organisations committed to building high-performing, inclusive teams, assessment centres offer a robust, research-backed alternative.

“If you’re serious about talent, assessment centres shouldn’t be optional—they should be standard,” says Christen Gilchrist. “They’re not just for large corporates anymore. Any business can benefit from the clarity, fairness and predictive power that a well-run assessment centre provides.”

As organisations grapple with new workplace challenges, it may be time to rethink what effective hiring really looks like.