Avoid interview mistakes, attract the best talent

By Tayo Leigh

 18 Oct 2015     Comments

Avoiding Interview Mistakes

Very few managers get training on how to interview well. Unfortunately not every aspect of the interview process is common sense. The potential for error is high and the consequence could be costly hiring mistakes. Not only do you risk selecting the wrong people, you also risk scaring away top talent.

5 Interview Mistakes to Avoid:

1. Talking too much

Allow the candidate space to reveal themself and to ask questions about the organisation. If you monopolise the conversation, you miss out on the opportunity to learn more about the person you are interviewing. Studies have shown that when an interviewer does most of the talking they tend to rate the interviewee more favourably. Dominating the conversation can bias your decision, which could lead to you making a hiring mistake. Give both yourself and the candidate a chance to get it right –let them talk!

2. Rushing through questions

People need to feel valued. Rushing through their interview and not giving it the attention it deserves can leave the interviewee feeling that you don’t value them or their time.

3. Not knowing enough about the role

Be prepared. If you don’t fully understand the complexities of the role you are interviewing candidates for, you will be in a poor position to plan an interview that fully tests for all the required competencies. Also, you may be unable to answer questions about the position. If candidates uncover your ignorance, it will give a poor impression of the organisation, and could lead to them being discouraged from working for you. Don’t miss out on the best candidates by being unprepared.

4. Over-complicated & lengthy process

Does the office junior position really require psychometric testing? Is it necessary to conduct 4 rounds of interviews? Don’t frustrate candidates by overcomplicating your recruitment process. If your process is well designed and you have shortlisted properly, you should not require more than 2 rounds of interviews. Make sure any testing directly relates to the position you are selecting for, and don’t put candidates through unnecessary procedures.

5. No Follow-up

Be considerate, inform candidates about whether they are still being considered for a position or not. Not only will this show your company in a good light, its simply good manners. People go to considerable effort preparing for interviews, the least you can do is not leave them hanging. If they are out of the running, let them know. Someone who is wrong for one position, may be well suited to another. Treat people with consideration and respect so they will view your organisation in a good light.


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