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Yule be sorry: Common Mistakes Hiring Managers Make When Interviewing Candidates

When trying to find the perfect job, lots of things can trip up the average candidate. They might mess up their CV with accidental typos or struggle to make a good impression when meeting a potential employer.

The interview phase stands out as a major cause of stress for job seekers. Yet, it's important to recognise that hiring managers are equally prone to making mistakes, just like job candidates. 

Partnering with Candour Talent Recruitment Agency we can assist in streamlining the selection of candidates for your interview stage. However, hiring managers must also refine their interviewing phase. However, hiring managers must also refine their interviewing skills to leave a positive impression. Don’t let your interview questions discourage the perfect candidate from accepting your job offer.

In today’s blog, we are going to be running through the usual mistakes hiring managers make during interviews and how to steer clear of them.

Get Ready and Be Prepared

It’s not just potential employees who should gear up for an interview. Hiring managers need to think about what they want in their candidates too – like the skills, behaviours, and experiences required. Don’t be someone who only glances at CVs during interviews. Be prepared.

Putting Emphasis on the Future Rather Than the Past

It’s easy to get excited about what a candidate could bring to a role. But it’s tough to really know someone based only on what they might do. Instead of asking a candidate if they would work late in the future, ask about a time they went above and beyond for a job.

Making Snap Judgements on Surface Qualities

It’s easy to judge someone quickly, but for hiring managers, this can be risky. Don’t offer the role to a new employee because of how they act or dress. Instead, think about what skills and attributes your ideal candidate should have to find the right for for your team.   

Not Digging Deep Enough

Even with help from a recruitment agency, you may need multiple interviews to find the right employee. A bunch of interviews can take up your whole day, making it tempting to cut them short. But the best questions need to dive deep. Make sure you really ask about the details of your candidate's claim and look for solid, real examples of their backup statements.

Falling for the “Halo Effect”

The “Halo” effect is a usual trap for interviewers. It happens when one good thing about a candidate affects how you see everything else. For example, liking a candidate because of a strong handshake or shared sports interest might make you biased throughout the interview. Don’t let this ‘Halo’ effect misguide your judgement.

 

Putting Too Much Emphasis on “Can Do” Over “Will Do”

It’s important to find someone with the right skills and education, but don’t just look at what a potential employee can do. Consider what they’re really willing to do by checking their attribute, temperament and what keeps them motivated. Ask about times they’ve bounced back from tough situations as examples.

Not Communicating Effectively with Co-workers

When conducting a group interview with other managers, make sure everyone knows their roles. Figure out who’s asking which questions.

You don’t want everyone in the group only focused on a candidate's education. It’s crucial that someone ask about the important personal traits that affect how well they fit into your company's vibe.

Prompting your Candidates with Answers

Throwing out leading questions like, “Maybe you left your last job for something better?” might seem to speed up the interview. But it’s like putting words in your potential employee’s mouth. It won’t help you dig into important details about candidates that could really matter to your hiring decision.

Painting an Overly Rosy Picture of the Job

You want skilled candidates to be enthusiastic about joining your team, but it’s not right to make the position seem better than it actually is. Being straightforward and open with your candidates is crucial when starting a new professional relationship. If you make the role sound amazing, you might end up with an employee who leaves because reality doesn’t match the high expectations you’ve created.

Settling for the “Next Best Option”

Some hiring managers rush to fill vacancies, choosing the best from a not-so-great bunch just to get the job done. Unfortunately, this approach often leads to more turnover, a mixed-up company vibe, and potential long-term costs. If you don’t find the right candidate at first, try reaching out to a recruitment agency that might have different talent options.