9 common mistakes interviewers need to avoid


Interviewing skills are too often overlooked and not given the attention they deserve. Most first-time hiring managers simply aren’t taught the basics of interviewing or reminded of the fact that this is a two-way process, and that they too are being assessed by the candidate.
As a result, many hiring managers tend to make similar mistakes when conducting their first interview. I hope to highlight what these common mistakes are, so that you can avoid these ahead of time.

1. Not reading the candidate’s CV before the interview
Schedule half an hour before each interview to familiarise yourself with the candidate you are about to see. Review any projects and examples of their work which are of interest and take a look at their LinkedIn profile. Doing so will help you feel prepared and allow you to start building a rapport with the candidate.
2. Being too quick to judge
During your preparation for the interview, be mindful not to form any preconceived ideas or opinions about the candidate’s suitability for the role. Perhaps, after reading their CV, you are concerned about a possible skills gap or career decision that they made.
Whilst these concerns may well be justified, don’t rule any candidate out or make any snap judgements before interviewing them, or even during. Keep an open mind and give the candidate a fair chance.
3. Poor timekeeping
Turning up late to the interview is poor form and will only serve to worsen the candidate’s nerves. Likewise, hurrying the candidate out of the door once the interview has ended because you have another meeting to attend is discourteous, and can damage your reputation as an employer.
Whilst of course your role is demanding and you don’t often have the luxury of time, do try to make a concerted effort to clear at least 30 minutes either side of the interview. Treat the candidate and the entire hiring process as your priority, because at this point in time, it is.

4. Giving a robotic introduction
When interviewing a candidate, always start by giving a short introduction to yourself, the company, as well as the vacancy you are hiring for. This may sound like a simple task, but it can be surprisingly easy to slip up here.
Avoid giving an unstructured, generic introduction, by simply rattling off information in the job description and company website. Instead bring the opportunity to life for the candidate and give them an insight that they wouldn’t have been able to find during their preparation for the interview.
Explain how the role has evolved, why it is important to the company’s purpose and objectives, and what a typical working day might look like. Talk about the company culture, the team dynamic, and your favourite aspects of working here. Ultimately, make the candidate feel excited about the opportunity and able to picture themselves in the role.
5. Appearing disinterested...

Top