Are Your Hiring Managers Making These Interview Mistakes?
On its face, an interview looks pretty simple: talk to a bunch of people and try to figure out which one will be the best employee.
However, there are a lot of common mistakes people make in trying to handle this seemingly easy process. Here are a few of them and how to avoid making them.
Talking too much
If a candidate comes in and you do all the talking, you’re probably not going to learn as much as you should about her or him. Understanding how to conduct job interview means knowing the applicant needs to be doing 85 percent of the speaking and you ought to be doing that much of the listening.
Hiring personnel who walk into the interview with good questions are usually the best at getting applicants to talk about themselves in a revealing way. Good questions are aimed at getting specific information out of candidates, instead of filling up the interview with mindless chatter.
Not being present
Checking text messages and answering non-urgent calls distracts you from seeing subtle but critical signals from your applicant, like body language or inconsistencies. Distractions also disrupt a candidate’s thought process.
Ultimately, the job interview is a high-pressure situation and you probably wouldn’t appreciate it if someone started looking at their phone while you are trying to make your case.
Furthermore, applicants are noticing you and determining if they would like to work for your company. If you can’t give a highly-skilled individual your full attention, she or he might look elsewhere.
Searching for the perfect candidate
Many hiring managers set a high bar in their job posting, hoping to scare off would-be applicants who are completely unqualified. However, any expectations of a perfect candidate should be dropped once you finish writing that job description.
Heading into the interview, focus on your candidates’ actual qualifications. It’s great to be discerning, but you should also be realistic about filling the open position.
Not knowing exactly what you are looking for
People who you bring in for an interview should all be relatively qualified on paper. The interview is usually to determine who the best candidate is in real life. However, if you don’t know how a good candidate should respond to your questions, there really isn’t any point to bringing them in.
In the interview, it a detailed outline ensures your questions are designed to get the information you need to know. Furthermore, knowing what you are looking for avoids scaring off good candidates with annoying ambiguity.
Not knowing the candidate’s resume
A top complaint from a lot of job seekers is sitting down with a hiring manager that obviously hasn’t even glanced at their resume. This tells the applicant that you are disengaged and over-stressed – not a sign that this is a good company to work for.
Spend some time getting to know a candidate’s resume before you sit down with him or her so you can do your job and not look foolish.
At Labor Temps, we help our client companies identify the best-fit talent for their organization. Please contact us today to learn about how we can help your business.