Interviewing Mistakes Hiring Managers Should Avoid

Interviewing is a necessary part of the hiring process, but it can also be time-consuming and nerve-wracking. Interviewing mistakes are very common, and there are many reasons why anyone might fail to recognize these mistakes. When interviewing candidates, hiring managers are often faced with a challenge in finding the perfect candidate to fill the position.


But, what should you do to make sure your interview process is as effective as possible? Here are some tips to help you ensure your interview goes as smoothly as possible.


Not Able To Determine a Clear Picture of the Job Requirements


When you are looking for a candidate, defining the exact position and job requirements can help you eliminate the wrong candidates and find the right one. If the job is vague, then you will be left with a list of candidates that may not be a good fit. However, if every job requirement is defined and listed, then it becomes easier for the hiring manager to filter the right candidate from the wrong ones. It is extremely important to have a well-defined job description.


Fail To Create a Scorecard for the Interview


A scorecard is a tool used to take all of the skills and accomplishments the job candidate has and make them into a single number that is weighed against the skills and accomplishments the company already has. This gives the hiring manager a quick snapshot of the candidates’ abilities to fill the job opening.


Fail To Ask Accomplishment Oriented Questions


There are many different types of interview questions, but there are two types that are particularly common and most often overlooked. Open-ended questions, also known as “softballs”, are specific questions that allow the interviewee to provide more detail so you can learn more about them. For instance, “What is your greatest achievement till date?” is an open-ended question, as is “Give me an example of a time when you demonstrated leadership qualities.”


Fail To Listen 


Usually, when you interview (potentially) a new prospective candidate, you ask questions to get a sense of their personality, level of intelligence, and how fit they are for the job. But, in order to make the most of your time and ensure you’re getting the most out of the interview, you should also ask the right questions.


Fail To Do a Post-Game Cross-Examine


Obtaining feedback from your interviewers after you’ve spoken to a candidate is important for a variety of reasons. First, it gives you a chance to see how your interviewers feel about the candidate, how they think they would perform on the job, and how they might be able to support you in the future. Second, it lets you see whether the candidate has the skills that you’re looking for. Third, it’s useful because it gives you a chance to look for areas where the candidate might need to do more work in order to do well on the job.


To know more about the common interviewing mistakes that should be avoided, attend the Compliance Prime webinar. 


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