Common interview mistakes made by the interviewer

For many hiring managers, recruiting is often just another item on an endless ‘to-do’ list. Allocating time to review applications, let alone planning and conducting interviews, can be challenging when multiple deadlines loom.

You’re at your desk, and the calendar says an interview is happening soon. You print off the CV, jot down some quick questions, and head into the interview, trusting your judgment. After all, you’ve interviewed loads of people before…

But a well-planned interview is time well spent and saves time in the long run. Although it might seem like time you don’t have, it's worth it. Otherwise, you might end up re-recruiting for the same role soon. A shallow interview process can cause you to miss important insights about your next recruit.

With that in mind, here are a few key interview mistakes to avoid:

Not using relevant or mixed questioning

You need a rounded, balanced view of the candidate. They might have the technical skills for the role, but if their values don’t align with your business, you’ll soon have a problem. Mix different types of questions: technical, closed, open-ended, competency-based, and general "getting-to-know-you" questions. Plan what you’ll ask and be sure to ask questions specific to the vacancy.

‘Chatting’ and running out of time

When the conversation flows, it’s easy to go off on a tangent. Stay focused! Keep an eye on the time and book the meeting room for an extra 30 minutes more than you think you’ll need. Let the candidate do most of the talking, and don’t be afraid to pause. You can gain valuable insights from those extra moments of silence.

Failing to communicate and overcomplicating the interview process

Candidates judge a company by their interview process. A clear and communicated process shows the company is organised and methodical. Avoid unexpected additional meetings by informing candidates upfront about the interview stages.

Not selling the role to the candidate

Sometimes the perfect candidate is assessing you just as much as you are assessing them. They may not be actively looking for a job and need to be convinced that your role is the right fit. Sell the role, the company, and the team to the candidate to increase the chances of them accepting an offer.

Being too keen

Don’t make it too easy and don’t show them if you’re ‘wowed’. Candidates expect to be assessed during an interview and to feel a sense of achievement when they get offered a role. If it’s too easy, they may question the sincerity of the offer.

Make the interview a positive experience and give good feedback, but don’t come on too strong. A key candidate might seem perfect after weeks of disappointing interviews or other candidates withdrawing, but for them, this is just the beginning of the process. They’ll come to appreciate you, but they need time.

Offering the job during the interview

Offering the job face-to-face can spook candidates. They might not expect an offer right away, and their salary expectations might have changed. Finish the interview by asking about their desired package, write it down, and make the offer the next day. This gives them time to think and allows your Recruitment Consultant to manage the offer.

For more interview best practices, check out the Harvey John Media Hub.