Management Practice Insights
DOI: 10.59571/mpi.v3i2.2
Year: 2025, Volume: 3, Issue: 2, Pages: 51-57
Original Article
Sushmita Srivastavai*, Rahul Mohanty & Maria Saju
iS.P. Jain Institute of Management & Research
* Corresponding author, [email protected]
Received Date:31 March 2025, Accepted Date:10 October 2025, Published Date:15 October 2025
In today's uncertain and volatile market environment, the demand for skills and mindset is also dynamic. Recruiters and hiring managers find that sourcing talent with the right skills and mindset is of increasing importance and urgency. But beyond time and money, the primary goal of identifying and hiring the right candidate can often be missed, which results in escalating costs, lost productivity and drooping morale. One of the causes of failure is traditional interviews, which frequently fall short, as they tend to rely on unstructured conversations, gut instincts and inconsistent evaluation criteria. As a result, they are prone to personal bias, overlooking key competencies that fail to predict real-world job performance or cultural alignment. Recent research by Timothy G. Wingate and Joshua S. Bourdage offers new insights to recruiters on how to build a better hiring process by introducing structured interviews, behavioural assessments and realistic job previews.1 These processes can reduce bias and enhance candidate engagement, benefiting both organisations and job seekers
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© 2025 Published by SPJIMR. This is an open-access article under the CC BY license (https://creativecommons.org/licenses/by/4.0/)
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