I asked our new ChatGPT Performance-based Hiring application to summarize an article written a few years ago inspired by Charlie Rich’s song, “Behind Closed Doors.” You’ll be able to create your own instant “Behind Closed Doors” interview guides using the application.


The article “Exposing the Veneer of Superficiality” interview published a few years ago on LinkedIn addresses the shortcomings of traditional, superficial interview techniques, which often assess candidates primarily on assertiveness, appearance, and basic communication skills during brief encounters. These conventional methods are criticized for their poor predictability of job performance and tendency to favor candidates who are good presenters rather than those who are necessarily right for the job.

Key Recommendations:

1. Shift Focus to Substantive Achievements: The article advocates for the “Behind Closed Doors” interview technique, where candidates are asked to prepare detailed summaries of their most relevant accomplishments in advance. This shifts the interview focus from superficial traits to concrete, proven abilities.

2. Review Accomplishments at Interview Start: The hiring manager should begin the interview by reviewing the candidate’s prepared accomplishments. This helps ground the discussion in the candidate’s actual work history and qualifications, rather than first impressions or presentation skills.

3. Validate Accomplishments: It is crucial that hiring managers probe into the details of these accomplishments to validate them and understand the candidate’s role thoroughly. This thorough vetting counters the risk of candidates embellishing their achievements.

4. Focus on Fit and Motivation: Beyond technical skills, the article emphasizes assessing candidates’ soft skills, motivational fit, management ability, and teamwork capabilities, which are often the real indicators of a candidate’s potential for success in a role.

These recommendations aim to create a more effective and equitable hiring process that assesses candidates based on their true potential and fit for the role, rather than their ability to sell themselves in a short interview.