Talent

Years in a similar job tell you where someone has been. They say much less about how well they will do the work you actually need done.

By HLR Editorial Team · 2026-09-24 · 5 min read

A professional reviewing notes on a tablet.

Job descriptions often read like a history lesson: so many years in this sector, this title, that tool. Experience matters, but as a filter on its own it screens out capable people and lets through some who will struggle.

Define the work before the role

Start by describing what the person will need to achieve in their first year. From that, name the handful of capabilities that make the difference, such as judgement under pressure, working across teams or building a new process from scratch.

Assess what predicts performance

Structured interviews, work samples and well-chosen assessments give far better evidence than an unstructured conversation. Use the same questions for every candidate, agree in advance what a strong answer looks like, and score each capability separately.

  • Ask for specific examples, not opinions about hypothetical situations.

  • Use a short, realistic task where the role allows it.

  • Keep assessments relevant to the capabilities you defined.

Keep the process fair and fast

Good candidates do not wait. A clear timeline, honest feedback and a small interview panel with defined roles improve both the experience and the quality of the decision.