>>> Many HR professionals know the unstructured interview has little value for predicting employee performance, yet persist in using this discredited technique.

>>> Many HR professionals know the unstructured interview has little value for predicting employee performance, yet persist in using this discredited technique. Why? Two reasons are commonly given. And there's the third, which is 'no one ever got fired for buying IBM'. Yes, in the HN community it's widely accepted that the typical approach is suboptimal. But HN is a niche. Outside this niche, many people still think it's a good approach as they probably haven't witnessed any different. Or they have no substantial incentives to try new approaches because they might get loads of blame if a bad hire is made (it's your fault because you tried these fancy interviewing thigs!). Therefore, if the approach will ever change widely, outside our niche), a decade probably won't be enough.