Source | www.wsj.com | HILKE SCHELLMANN
Most job hunters and hiring managers would agree: An interview isn’t the ideal way to find the best person for the job. Applicants sometimes exaggerate their strengths; managers rely on subjective information to make decisions.
And the problem is growing, as rapid technological change forces companies to constantly adjust to new ways of working. Once-indispensable hard skills or experience may be less and less predictive of a candidate’s chances of success on the job.
“If we accept the fact that jobs are going to be disrupted and replaced, and 80% of the jobs you will find in 2030 or 2040 don’t exist today, and there is a devaluation of expertise and knowledge, then you have to bet on things like curiosity, learning ability, people skills and motivation,” says Tomas Chamorro-Premuzic, chief talent scientist at ManpowerGroup and a professor of business psychology at University College London and Columbia University.