We often discuss the mistakes that an interviewee makes during the interview, but what about the mistakes that are made by the interviewer? A single mistake by an interviewer can cost a valuable potential employee and can negatively affect the brand.
As we all know, it is hard to find loyal and quality employees, but what is even worse is that we lose such employees in the interview session just because of the hiring managers' mistakes. The absence of such employees may result in a financial loss relative to what would've been earned otherwise.
Another loss is that those who fail at the interview won't buy things of your brand because of the bad experience. Therefore, it is important for an interviewer to be careful when taking the interview. In this article, we'll discuss three most common mistakes that are made by interviewers.
I admit that interviewers are human, and therefore can make mistakes but it doesn't mean that you can arrive late for 90% of your interviews. You may think that time is money for you and the person waiting for the interview is likely jobless, therefore his time is less valuable than you.
Yet you forget that it doesn't matter whether you approve or disapprove, an interviewee will also make the decision. What if he is a great potential candidate and you made him wait in the waiting room for an hour? Wouldn't it cause negativity in his mind? Admit it that everyone's time is equally valuable.
Okay, so your brand may be valuable, but you can't expect that every single candidate will have the required minimum qualifications that you are seeking. You need a few decades of experience and want some special skills too? In other words, you are looking for an employee who could complete the task of five people?
Instead, it is probably better to hire five people with less pay than hiring a single employee at a higher pay rate. Keep your demands realistic and don't seek a superhero. Rather, try to see if the interviewee has the capability to adapt to the changes. You can definitely seek a multi-talented person, but that would result in a low number of resumes and a corresponding lack of choices.
When the resume is submitted, it is for you to read and decide whether you really want to take the interview or not. However, it is often observed that hiring managers don't care to read the resume. Instead, they call the person for an interview, not read the resume during the interview, and ask questions that are clearly answered on the paper in their hand.
Sure, you may be testing his speaking power or checking whether everything he mentioned was true. Nothing annoys the interviewee more than the things that he already answered, yet is being asked by the interviewer again. Hiring managers often engage in off-topic discussion. If your offered job is related to accounting, then it doesn't make sense to ask the questions like "what would you do if person A acts badly in front of person B?" His role is related to crunching numbers, not managing people.
These common mistakes often annoy the interviewee. Regardless of your approval or disapproval, the idea of working for your company is less appealing. They are human and want a people-friendly environment. They don't want to work for a brand whose interviewers act like inconsiderate jerks.
