Interviews are one of the most widely used tools in hiring, yet they remain one of the most misunderstood. Too often, hiring managers rely on outdated beliefs, gut feelings, or anecdotal advice rather than evidence-based practices. These myths can skew hiring decisions, leading to missed opportunities or costly mistakes. If the goal of interviewing is to truly understand a candidate’s skills, fit, and potential, then it’s time to separate fact from fiction. By challenging the most common misconceptions, we can create interview processes that are fairer, more effective, and ultimately more predictive of success.
Common interview myths
When it comes to interviews, myths and misconceptions can creep in, shaping decisions in ways that aren’t always fair. By unpacking these myths and replacing them with research-backed truths, organizations can build a more consistent process. Each myth below also includes a practical takeaway you can apply right away to strengthen your interviews and avoid common pitfalls.
Myth 1: Interviews should be unstructured to feel natural.
The truth: A free-flowing conversation may seem like the best way to get to know someone, but unstructured interviews are often inconsistent and unfair. Different candidates end up being judged on different criteria, which makes comparing them difficult. A more consistent approach helps hiring managers spot true differences in ability, not just differences in interviewer style.
Key takeaway: Ensure each candidate is evaluated on the same essential factors that are decided before the interview process begins.
Myth 2: First impressions are everything.
The truth: The way a candidate enters the room or says hello might stick in your mind, but those small moments rarely predict job success. Overvaluing first impressions can lead to missing strong candidates who take time to warm up. Shifting the focus away from surface-level cues allows space for a more accurate assessment of skills and fit.
Key takeaway: Resist snap judgments and weigh the whole interview, not just the opening.
Myth 3: You can “read” character at a glance.
The truth: Many managers trust gut instinct, but intuition is shaped by bias more than evidence. Believing you can see honesty, drive, or resilience in someone’s eyes is misleading. Real insight into character comes from asking relevant questions and checking references rather than assuming personal judgment is enough.
Key takeaway: Back up instincts with evidence from multiple sources and consider using psychometric assessments as a data point that can't be swayed by intuition.
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Myth 4: Interviews should feel like casual conversations.
The truth: Rapport matters, but treating the interview like a coffee chat can cause you to lose focus on what actually needs to be evaluated. Without guardrails, the discussion can drift into irrelevant topics and waste time. Striking a balance between being personable and staying on track is the best way to create a fair experience for candidates.
Key takeaway: Keep interviews friendly, but make sure the discussion stays purposeful and avoid tangents.
Myth 5: People skills always reveal themselves naturally.
The truth: Strong communication and collaboration don’t always shine in a simple Q&A setting. Candidates may be nervous or hold back in the interview, even though they excel in real work situations. Supplementing interviews with role plays, work samples, or feedback from past colleagues gives a more complete picture of interpersonal skills.
Key takeaway: Use multiple tools to evaluate people skills beyond a conversation.
Myth 6: Appearance and small talk don’t matter.
The truth: A sharp outfit won’t guarantee performance, but professionalism and preparation do send signals about how a candidate might show up for the role. Small moments like introductions or light conversation reveal courtesy and attention to detail, which matter in client-facing or team-based environments. Still, those signals should never outweigh job-related competencies. Assessments can help keep the focus on deeper traits that predict long-term success, rather than surface-level cues.
Key takeaway: Notice small signals, but rely on data-driven tools to guide final decisions.
Read More: Turn candidate experience into a competitive advantage.
Myth 7: Following up after an interview looks desperate.
The truth: A thoughtful follow-up note is a sign of professionalism, not desperation. Candidates who check in after an interview demonstrate interest, engagement, and communication skills. Employers should welcome this step as another opportunity to assess fit. Having a focus on candidate respect and fairness helps encourage effective communication before, during, and after interviews. This, in turn, can help improve the candidate experience.
Key takeaway: Treat follow-ups as a positive indicator of professionalism and interest.
Myth 8: Virtual or phone interviews are less important.
The truth: Early-stage interviews often happen over video or phone, but they should be taken as seriously as in-person meetings. Every touchpoint contributes to the candidate’s perception of your culture and values. Neglecting these stages risks missing strong talent. You should aim to bring consistency and fairness to every interview format, ensuring candidates get a professional and engaging experience regardless of the medium.
Key takeaway: Approach every interview format with the same level of preparation and respect.
Myth 9: More interviews lead to better decisions.
The truth: Adding endless interview rounds rarely improves the final hiring outcome. After three or four structured conversations, additional interviews usually create fatigue for both candidates and hiring teams. What matters more is clarity on what you’re evaluating and how decisions are made. Using an assessment tool like McQuaig gives hiring teams a common language and shared benchmarks, making each round more purposeful and reducing the need for unnecessary steps. Use data to gain a clearer picture of a candidate quickly so you can cut down the number of times you need to bring them back in.
Key takeaway: Keep interview rounds focused and use shared data to guide decisions.
Myth 10: A weak start ruins your chances.
The truth: Not every candidate hits their stride in the first few minutes, but that doesn’t mean they won’t be successful. Stronger performance later in the conversation can reveal adaptability, resilience, and problem-solving under pressure. Interviewers should remain open-minded and objective throughout. Aim to evaluate candidates on meaningful qualities, not early nerves.
Key takeaway: Stay objective until the end, and use assessments to confirm what really matters.
Final thoughts
Interviews remain a cornerstone of hiring, but they are only as good as the practices behind them. By letting myths dictate how we evaluate people, organizations put themselves at risk of bias and poor decisions. The truth is that interviews work best when they’re structured, thoughtful, and focused on the qualities that matter most for success. Combining that structure with the insight from assessment tools provides a clearer, more reliable view of every candidate. With the right approach, interviews become less about gut instinct and more about making confident, informed decisions that strengthen your team.