When businesses hire new talent, finding the best candidates for the job is the goal and an expectation. Hiring decisions made following a brief screening and interviewing have a huge impact depending on the ultimate productivity of the new hire.
During the delicate interviewing process, mistakes can be made by anyone, and not just the interviewee. It takes time, preparation, and a bit of skill to conduct a meaningful job interview.
Here are common eight interviewing mistakes that hiring managers make. Avoiding them will ensure that open positions are filled by the right candidates.
1. Arriving Late
Interviewers expect job candidates to be on time for an interview, so they should be punctual as well. Sending an message that the interviewer doesn’t value their candidate’s time doesn’t make good first impression. Candidiates can also need convincing to come to work for a company, and the interviewer is the initial face of the company for all intents and purposes.
2. Talking Too Much
It’s ok to give some background about the company and the position, but if the interviewer does most of the talking in the interview, there’s a problem. This isn’t the time to describe anyone’s education, job track, or personal feelings other than the job candidate’s..
3. Becoming Too Swayed by First Impressions
Imaginea job candidate arriving dressed to the nines or with aa torn hem in their pants leg. Interviewers often find themselves tempted to make a snap judgment about a candidate’s suitability for a job within seconds. This could be a mistake, as first impressions can deceive. Give candidates the courtesy of a full interview and listen closely to their answers.
4. Being Unprepared
Unless hiring for an internal position, it’s possible that the interviewer may have a hazy understanding of the job requirements. This is a disservice to both the job candidate and the company. Inteviewers must understand job requirements as well as the core skills needed to be successful or they should not be evaluating the candidates.
5. Failure to Ask Accomplishment-Oriented Questions
Most job candidates come to an interview prepared to answer standard questions like “tell about your background,” and “what’s your greatest weakness?” Instead, ask candidates behavior and accomplishment-oriented questions that allow them to demonstrate real life use of particular skills and predicted behavior.
An example question would be “Describe a situation in which you worked on multiple projects and how you prioritized them.”Training skills for these types of interviews enables manager to take a behavior-based approach that has been proven to net better hires.
6. Asking Personal Questions
One of the biggest mistakes made during job interviews could land a company in legal trouble. It’s illegal to ask certain questions of a personal nature when interviewing candidates. Avoid doing this at all costs.
Questions related to sexual preference, marital status, finances, ethnic background, nationality, and age are off limits. Don’t asks candidate if they have children, own a home, are married, or have recently attended their 30-year high school reunion.
7. Rushing the Process
Everyone strives to be efficient, but getting through a job interview in 15 minutes flat shouldn’t be considered an accomplishment. When interviewing job candidates, drilling down for the most detail on some of those behavioral questions takes time. However, the process can uncover a candidate’s authenticity and evenuncover some additional skills.
8. Not Using a Scorecard
Hiring on gut feeling might work occasionally, but a more effective method is to use a scorecard. List the core skills and accomplishments desired in a candidate. After each interview, rate candidates on a scale from 1-5. If several interviewers participate, ask them all to fill out scorecards and then compare results before making a final hiring decision.
Mistakes can worm their way into any part of the interview process. There’s nearly always room for improvement as companies strive to hire the best available candidates. The best thing mostinterviewers can bring to the interview process is an open mind.
[Image Credit: Miranda Mylne / Flickr]