Managers often argue about the most effective way to interview a candidate whether it’s standard behavioral questions or more challenging case questions (aka job simulations).
Luckily there is scientific data. Schmidt and Hunter evaluated 19 different ways to select talent and published their results in a famous 1998 paper.
The good news is that the original findings still hold. Here’s a summary from Ethan Mollick:
The key takeaway is that structured interviews with standardized questions and asessment criteria is best.
Charisma and unstructured interviews (the most common interview type) is worst.