Are employers in Malaysia hiring the best person or the best interviewer?

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Employers in Malaysia may be filtering for interview performance more than job competence

Malaysian employers are often said to be hiring the best interviewer rather than the best person, because some hiring processes place heavier weight on presentation and interaction style than on actual competence. Interviewers may focus on confidence, eye contact and behavioural interview answers, which are not always reliable indicators of job performance, particularly for technical roles. This can result in organisations excluding candidates with exceptional expertise before they get a fair chance to demonstrate their skills.
Hiring criteria can overvalue presentation and interview behaviours
The hiring process is described as a starting point for the problem, with many interviews emphasising how candidates present themselves and interact. Confidence, eye contact and behavioural interview responses are highlighted as common screening signals, even though they may not reflect how well someone performs in the job. For technical and analytical roles, a candidate such as a software developer, data analyst or finance professional may find traditional interviews challenging despite having strong expertise.
Candidates may be screened out before they can prove their competence
When interview performance is treated as a proxy for job ability, organisations can inadvertently exclude suitable candidates early in the process. The core concern raised is whether companies are selecting the best person for the role or the best interviewer. The article frames this as a risk that people with relevant strengths may not reach stages where they can demonstrate output and practical capability.
Skills-based assessments are presented as an alternative approach
Across many organisations worldwide, talent identification is increasingly moving toward assessments that focus on what candidates can do. The text points to skills-based assessments, practical work simulations, portfolio reviews and trial assignments as approaches that emphasise demonstrated ability rather than interview performance over a few minutes. The same framing is extended to Malaysian employers, especially for technical and analytical roles where output matters more than presentation.
Workplace design and ESG priorities add pressure to broaden inclusion
Beyond hiring, the workplace environment is also described as a potential barrier, with open-plan offices, hot-desking and highly collaborative spaces creating constant noise and unpredictability. For people with sensory sensitivities or attention regulation differences, this can be mentally exhausting and reduce the energy available for work. The discussion connects this to ESG, noting that the “S” in ESG covers diversity, inclusion, employee well-being and the ability to create conditions where people can contribute meaningfully, with investors looking beyond diversity statistics to human capital management and inclusive cultures.

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Are employers in Malaysia hiring the best person or the best interviewer?

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