In the world of hiring, interviews are often treated as the ultimate test of a candidate's potential. Yet, this process is far from foolproof. A recurring paradox plagues recruiters and hiring managers: some individuals excel in interviews but struggle in their roles, while others falter under the pressure of an interview but thrive once given the opportunity. This disconnect raises a critical question—are interviews truly effective in identifying talent, or do they inadvertently overlook some of the most capable individuals?

Consider the candidate who walks into an interview and openly admits, "I'm not great at interviews, but I know the job, I have a strong work ethic, and I'm a fast learner." This level of authenticity can be refreshing, yet it often goes undervalued in traditional hiring processes. Surprisingly, such candidates frequently prove to be exceptional employees. One individual who made this admission during an interview was not only hired but also promoted five times within five years. Their story underscores a critical truth: interviews don't always reveal true potential.

On the other hand, some candidates deliver flawless interviews—confident, articulate, and polished—but fail to meet expectations once hired. They may have mastered the art of self-presentation, but their performance doesn't align with their pitch. This isn't to say that interview skills are irrelevant—they certainly matter—but they shouldn't be the sole measure of a candidate's worth. After all, an interview is a performance, and not everyone is a natural performer.

The hiring process, as it stands, often favors extroverts and those who excel at selling themselves. Quiet, introverted candidates, who may bring unique perspectives and problem-solving skills, are frequently overlooked. This bias can lead to missed opportunities for organizations seeking diverse talent. The challenge, then, is to refine the hiring process to ensure it identifies not just the best interviewees, but the best candidates.

One way to address this issue is to look beyond the resume. While qualifications are necessary, they don't always reflect a candidate's character or potential. Some of the most successful hires have resumes that don't stand out but demonstrate exceptional integrity, resilience, and a willingness to learn. Skills can be taught, but these inherent traits often lead to long-term success.

Simplifying the interview process is another critical step. Lengthy, multi-round interviews can deter top talent and create unnecessary stress for candidates. A streamlined, well-structured interview can often reveal more about a candidate's potential than a drawn-out series of meetings. Additionally, providing a comfortable environment for introverted candidates can help uncover talents that might otherwise remain hidden.

Equally important is the role of feedback and guidance. Not every candidate will be the right fit for a specific role, but that doesn't mean they lack potential. Giving constructive feedback can significantly impact a candidate's career journey. A small act of kindness, such as suggesting alternative roles or providing improvement tips, can inspire confidence and open doors they might not have considered.

Interviews don't define a candidate's worth—authenticity, dedication, and work ethic matter more than a polished pitch. Recruiters should prioritize potential over performance, character over charisma, and long-term fit over first impressions. 

Hiring isn't about perfection but finding the right match. Sometimes, a candidate just needs guidance and a chance to shine. By rethinking interviews and focusing on what truly matters, organizations can unlock talent potential and build thriving teams.

The author is a former managing director and chief executive officer of a first-generation private commercial bank in Bangladesh.