Mistakes made at the previous stages still stand a chance of rectification and pose a less severe threat to the outcome of the interview, but the ones made at this stage are the ugliest and come with damages that are not only beyond repair, but that could also cause ripple effects.
Well, what else can you do except go with your intuition or gut-feeling if you haven't got a formal system for assessing candidates based on analysis of the job requirements? But just as a quick reminder—remember the cost of a bad hire. Gut-feeling is usually not a handy tool when it comes to judging someone. Try to recall the last electronics purchase you made. How many questions did you ask about performance, wattage, customer service, warranty, and so on? And here we are talking about only a few hundred dollars. So imagine the cautiousness you need when selecting a person who has their own mind and is a huge investment of your resources. Adopt formal assessment systems...
