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>I ran across this study a few months ago that says IQ-like tests, structured interviews (canned questions), and work-sample evaluations were some of the few useful interview tools for selecting good employees [1].

They're great for determining which employees will be productive

They're entirely terrible for figuring out which employees will be decent people to spend 9-5, 5 days a week with.

Realistically you need a bit of both

I've found that well-designed (i.e. open ended) standardised questions help normalise comparison between candidates. Especially helpful if you have many candidates in a pipeline and/or a pool of interviewers that compare notes.

Work samples are my #1 competence filter. They've also formed the basis of great interviews.

As for your second point, sometimes you want to hire a change agent. It takes skill and practice to distinguish toxic personalities from the merely disruptive. Again, standard questions designed from a perspective of empathy and experience have helped me.

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