News
November 15, 2025
Why Adam Grant Recommends Giving Bad Interview Candidates Another Shot
The Wharton organizational psychologist recommends businesses give wobbly applicants a “do-over” to see how they handle job-related tasks.
**Why Adam Grant Recommends Giving Bad Interview Candidates Another Shot**
In today's competitive job market, companies are constantly searching for the best and brightest talent. But what if the perfect candidate stumbled during the initial interview? Renowned organizational psychologist Adam Grant suggests businesses consider a radical idea: giving wobbly applicants a second chance. Grant, a professor at the prestigious Wharton School of the University of Pennsylvania, argues that a single interview might not accurately reflect a candidate's true potential and ability to perform on the job.
His recommendation centers around offering a "do-over," specifically focusing on evaluating how candidates handle actual job-related tasks. This approach moves beyond the traditional interview format, which often relies on subjective impressions and hypothetical scenarios. Instead, it allows employers to observe candidates in action, assessing their skills and problem-solving abilities in a practical context.
Grant believes that many factors can contribute to a poor interview performance. Nerves, unfamiliar interview styles, or simply having an off day can all hinder even the most qualified individuals. By providing a second opportunity to demonstrate their capabilities through a practical task, companies can gain a more comprehensive and accurate understanding of a candidate's true potential.
This "do-over" doesn't necessarily mean a full-blown second interview. Instead, it could involve assigning a small project, presenting a case study, or participating in a simulated work scenario. The key is to create an environment where the candidate can showcase their skills in a relevant and measurable way.
While this approach might seem unconventional, Grant argues that it can lead to several benefits for employers. It can help uncover hidden talent that might have been overlooked during the initial screening process. It can also reduce the risk of making hiring mistakes based on a single, potentially flawed, interaction. Furthermore, offering a second chance can enhance a company's reputation as a fair and forward-thinking employer, attracting a wider pool of candidates.
Of course, implementing such a system requires careful planning and execution. Companies need to establish clear criteria for selecting candidates who qualify for a "do-over" and develop standardized tasks that accurately assess the required skills. However, according to Adam Grant, the potential rewards of discovering overlooked talent and improving hiring accuracy make it a worthwhile consideration for businesses seeking to build a strong and successful workforce.
In today's competitive job market, companies are constantly searching for the best and brightest talent. But what if the perfect candidate stumbled during the initial interview? Renowned organizational psychologist Adam Grant suggests businesses consider a radical idea: giving wobbly applicants a second chance. Grant, a professor at the prestigious Wharton School of the University of Pennsylvania, argues that a single interview might not accurately reflect a candidate's true potential and ability to perform on the job.
His recommendation centers around offering a "do-over," specifically focusing on evaluating how candidates handle actual job-related tasks. This approach moves beyond the traditional interview format, which often relies on subjective impressions and hypothetical scenarios. Instead, it allows employers to observe candidates in action, assessing their skills and problem-solving abilities in a practical context.
Grant believes that many factors can contribute to a poor interview performance. Nerves, unfamiliar interview styles, or simply having an off day can all hinder even the most qualified individuals. By providing a second opportunity to demonstrate their capabilities through a practical task, companies can gain a more comprehensive and accurate understanding of a candidate's true potential.
This "do-over" doesn't necessarily mean a full-blown second interview. Instead, it could involve assigning a small project, presenting a case study, or participating in a simulated work scenario. The key is to create an environment where the candidate can showcase their skills in a relevant and measurable way.
While this approach might seem unconventional, Grant argues that it can lead to several benefits for employers. It can help uncover hidden talent that might have been overlooked during the initial screening process. It can also reduce the risk of making hiring mistakes based on a single, potentially flawed, interaction. Furthermore, offering a second chance can enhance a company's reputation as a fair and forward-thinking employer, attracting a wider pool of candidates.
Of course, implementing such a system requires careful planning and execution. Companies need to establish clear criteria for selecting candidates who qualify for a "do-over" and develop standardized tasks that accurately assess the required skills. However, according to Adam Grant, the potential rewards of discovering overlooked talent and improving hiring accuracy make it a worthwhile consideration for businesses seeking to build a strong and successful workforce.
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