Interview Failuresand How to Avoid Them A widespread failure of interviewers is not planning a set of structured, relevant questions. Especially when interviews are not conducted by expert recruiters, the untrained interviewer often assumes the time should be a friendly conversation in which people get a gut feeling about whether there is a fit. As noted in the text, this approach tends to lack reliability. A better tactic is to plan what qualities to identify in candidates and then devise questions that uncover those qualities. For years, Google was legendary for using puzzles and brain teasers to select intelligent candidates. Other high-tech firms adopted similar practices. This is not an ideal interview method, however, because these puzzles measure a particular kind of mental agility under stress but rarely represent the kind of thinking a person does on the job. Work-related questions are more relevant. When describing the position, many interviewers are tempted to see themselves in the role of seller, convincing the candidate that their organization would be a great employer. While a positive outlook is great, overselling the company to an ambivalent candidate could turn out to be a mistake. It could lead the company to hire someone with low commitment, in which case another, more engaged person would have been more successful in the position. Of course, job candidates often make mistakes in interviews, too. So it merits saying that a job candidate should avoid mistakes like arriving late and being unprepared. Candidates can make a good impression by being able to say why they are qualified to succeed in the particular job they are interviewing for. They can improve their interview performance by practicing ahead of time how to explain their strengths and experiences in an engaging tone and easily understandable language

After reading the text above , answer the question.

Imagine you have been hired as the first HR manager at a small start-up business. You learn that the owner, who interviews all job candidates, believes that structured, skills-focused interview questions are "boring" and "not cool." How would you advise this person about the selection process?