7 deadly interview sins
Think the pressure is off? Candidates aren’t the only ones who can screw up an interview. Make sure you’re aware of these common—but deadly—interview blunders.
Here are 7 deadly interviewing mistakes:
1. Being unprepared
This seems like a no brainer, right? You’d be surprised how frequently we hear this from candidates. Read a candidate’s resume and cover letter over prior to the start of the interview and have some idea of the kinds of questions you would like to ask.
2. Mistaking nervousness for lack of skill
Great candidates give terrible interviews. Just like mediocre candidates can give great interviews. The interview process can be nerve racking for some people, and it shows. But that doesn’t mean they don’t have the expertise you need. The halo effect is evaluating someone based on a single characteristic or trait (such as great communication skills) and is well-documented in job interviews. Make sure to take a step back from just the candidate’s interview skills.
3. Ignoring interactions with others
We’re all on our best behaviour in an interview setting. How somebody acts outside of that can be extremely telling. I landed a job once because the receptionist made a comment to the hiring manager about how pleasant I had been. How a candidate acts when they are not trying to impress you can be a valuable insight.
4. Not explaining the next steps
The one thing every single candidate wonders after an interview is, “when will I know if I have the job?” Offer some information about the process at the close of the interview, even if you know the candidate probably didn’t get the job. Follow up does mountains for closure, and keeps you (and your company’s reputation) in a seeker’s good books.
5. Gossiping about past employees
So you had to let someone go? Maybe you’re trying to fill that role now? Don’t mention it during the interview. You should never speak negatively about past employees, no matter the circumstances.
6. Grading on a curve
When you’re hunting for an apartment, something quite average can seem extraordinary after looking at a dump. The same goes for interviews. People are naturally inclined to judge things comparatively; it’s our brain’s way of organizing information. Don’t let an average candidate seem better than they really are, simply because they were better than the last one.
7. Not being candid
Let’s be honest, there is good and bad to any job. So while you do want to sell a candidate on the idea of working for you, be upfront about expectations that your company might have. If long hours are expected, or the workload gets heavier in the summer—just say so. Not explaining things honestly can result in a person who doesn’t really want to be there.
Category: Hiring Advice, Human Resources