In a previous blog post, we discussed one of the most dangerous assumptions that an employer can make while interviewing candidates. That mistake is automatically thinking that the candidate has decided to leave their current employer.
That, of course, might not be the case. The candidate could just be exploring the opportunity and what is available in the employment marketplace. While that is certainly a big interview mistake for a hiring manager to make, it is far from the only one.
In fact, below are more top interview mistakes for employers:
#1—Asking the same questions repeatedly
This doesn’t mean the same person asking the same questions over and over. This means different people involved in the interview process asking the same questions of the candidate because they obviously did not compare notes. “The left hand doesn’t know what the right hand is doing,” as the saying goes.
This gives a poor impression to the candidate. If they believe that an employer is disorganized during the interview, then they’ll believe that the employer will be disorganized if they decide to work for it.
#2—Not asking the candidate if they have any questions
Everybody knows that it’s a mistake for a candidate to not ask any questions during an interview. However, it’s protocol for company officials to ask the candidate if they have questions (or any additional questions) at the end of the interview. This gives the candidate the opportunity to ask anything they have not been able to ask up until that point.
Not asking if they have questions can leave a bad taste in a candidate’s mouth, especially if the questions they wanted to ask were going to have an impact on whether or not they wanted to work for your organization.
#3—Holding marathon interview sessions
Some organizations pride themselves on holding marathon interview sessions as a way or properly vetting candidates because they only want “the best of the best” to work for them. This is a mistake. If you do this, you’re only going to drive “the best of the best” away.
Yes, you want to properly vet candidates. However, you do not want to mercilessly grill them during an entire day just to show that you take the hiring process seriously.
#4—Holding too many rounds of interviews
This is akin to #3 on our list. Just like you can’t hold eight-hour interviews, you can’t call candidates back for three or four rounds of interviews. These people are employed. They have to keep taking time off work to interview with your company. At some point, they’re going to think that you are indecisive as an organization and that they don’t want to work for an indecisive organization.
If you want to hire top candidates, then you must respect both their time and their confidentiality. Holding too many rounds of interviews does not respect those things. It jeopardizes them.
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