Common Interview Mistakes a Recruiter Makes
Recruiting top talents for new job openings is always a back breaking work.
Interviews might seem like a common and easy task but to execute an interview effectively is one of the toughest jobs. It takes time and genuine affort to conduct a right and successful interview.
A recruiter has to structure the interview in the right way and select the right interview questions to ask them in a correct manner. Framing the right interview questions
is very essential to check a candidates personality and their honesty towards work. It also helps you to decide whether you have chosen the right candidate for the job.
(Related article: Most Common Interview Questions That You Need To Ask.)
We all know that job seekers are always very conscious when appearing for an interview. They prepare themselves in every way possible so as to avoid mistakes during an interview. The same thing applies to the recruiters also. To conduct an interview a recruiter has to prepare themselves with the right set of questions. They also have to come off as the masters of the necessary skills.
Here in this article, we shall discuss the common interview mistakes a recruiter makes during the interviewing process.
Mistakes You Need to Avoid
We all are humans and mistakes are bound to happen. No matter how hard you try to become a perfectionist. In that same way, recruiters might make mistakes during an interview process. This might affect the recruitment process and an organization might miss out candidates with potential.
To avoid interview mistakes, let us have a look at some common mistakes that a recruiter might ignore.
1. You Leave Candidates Waiting:
When it is about an interview, the job candidates are very careful about how they approach it. They come to an interview before time to make a good impression.
What most recruiters do not realize is that conducting an interview in time is very crucial. If you make a candidate wait past their interview time then they might feel that your organization doesn’t regard the interview important. This makes a candidate feel demotivated and might affect their future interviews.
2. You Do Not Come Prepared:
Candidates before an interview always prepare themselves with the questions that they might be asked. And they update their resume with all the achievements that they have under their belt.
Recruiters need to prepare themselves as well before starting an interview session. They need to have a thorough look at the candidate's resume. Resume evaluation should be done meticulously to avoid wastage of time and resources.
If you do not do this then you will end up asking irrelevant questions leaving the candidate’s less impressed.
3. Dominating the Discussion:
Conducting an interview is not always asking questions. It also needs to be a two-way interaction where the candidate can also table their opinions. Candidate should be encouraged to do most of the talking during an interview.
Avoid interrupting them and give them enough time to have their own questions or concerns. Don’t be too quiet though, candidates don’t want to feel like they’re talking to a brick wall.
Let the candidates talk and give them time to formulate an in-depth answer to your questions. This will let you evaluate them in every way possible and you will have greater insight about a candidate's potential.
4. Failing to Listen:
During interview sessions, ask open-ended questions and listen to the answers a candidate comes up with. Then ask a follow-up question and keep on repeating the process. If you don’t ask a follow-up question, candidates might feel that you are not attentive enough towards them. This makes them feel that the efforts that they are putting in are going in vain.
Candidates spend a lot of time preparing their answers and they deserve to be heard. When you listen to what is said, your hiring decisions are likely to improve.
5. Rushing an Interview Process:
During an interview, candidates expect it to be a process lasting more than 30 minutes. They come prepared to sit an interview with all the answers and skills that they can showcase.
But if an interview session lasts only 15 minutes or less, it becomes unfulfilling and aggravating. You need to schedule an interview in a proper manner. Also, you should not rush an interview.
This will lead to the recruitment of the wrong person for the job. The more important role requires a longer interview session.
6. Questions that are Annoying:
Easing up an interview candidate with some basic questions is always an important step. It is a necessity so that a candidate can answer your questions with confidence and fluency.
But often recruiters make this mistake of asking questions that are irrelevant and out of topic. This can annoy the qualified candidates. Thus leading them to lose interest in the interview and eventually the job.
7. Getting Distracted:
As a recruiter, your hands might be full of tons of other work. But when you start an interview, do not act as if you are distracted. Being a professional at what you do is an important part of your job as well.
What most recruiters do is that they rush an interview to complete their pending work. This can have a negative impact on the candidate. They will feel that you are not paying any attention to them and you are not enthusiastic about the interview.
It is important to keep in mind that you are representing your organization. If you are distracted during the process it might show that there is a lack of company culture at the workplace.
8. Criticizing a Response:
When you ask a question, you should be open to all types of answer. Because every candidate has a different approach to each answer they give.
You might like them or may not like the answers at all. Compare your notes with other interviewers later. But what you need to do is dig into the details so that you can understand the specifics of their answer. It is important to keep in mind that you do not criticize them based on their answer.
Instead, reply to them in a more diplomatic way so that they can understand your point of view to the answer as well. And, if they are struggling to provide you with an answer help them to focus on where they need to look upon.
9. Using Language Candidates do not Understand:
Every organization has its own sets of acronyms or terms that are exclusively used within the company. Using these terms in front of an interview candidate is a big no-no.
This will create a lot of confusion between you and the candidate. Thus leading to misunderstandings. Speak to them in clear language to avoid confusion and wasting time with an added explanation.
10. Being too Honest:
Honesty is a trait that we always look up for in other people. And it is a trait that we all want in an organization. But it does not have to pay an important role everywhere you go.
During an interview, imagine how unsettling it would be to tell them that they’re inferior to other candidates and that their chances to be hired are low. Or how demoralising it would be to interrupt a candidate to tell them their answer isn’t satisfying while they are answering your question.
None of this is beneficial or polite. Don’t give feedback during an interview. Save this for a post-interview letter which you will have crafted carefully stating why they have not been selected.
(Related article: Workplace Orientation: What Does it Mean and its Purpose)
Summing it Up:
With the dawn of millennials joining the workforce and top talents up for grabs, the interview process has been an integral part of an organization. Framing an interview in the right way is very important to select the best candidates for the job.
As a recruiter, it gives you more insight into someone’s personality and their attitude towards the job. Whether they will be the right fit for your company culture or not. But somewhere between all these, recruiters make mistakes which leads to missing out on top talents. It might not look like a bigger issue but it surely harms an organization in the long run.
So, as a recruiter work on the flaws, your system has and improve it so that you could have a more efficient recruitment process.