Mistakes Managers Make During Job Interviews

The main objective of an organization’s job interviewer is to seek for the best talent for the company. However, even the best of job interviews may soon yield an underperforming or unfavorable employee. Terminating such liabilities would only result to more corporate expenses as the company would have to do another round of job search.

This dilemma, however, can be avoided as long as human resources personnel who handle the job interviews avoid the common pitfalls that happen during the hiring process.

Lack of preparation

A great job interviewer prepares before he goes about hiring new people. First, he needs to clarify what the organization looks for, and then he decides on how to determine whether a candidate is good enough for the company. It is common for managers and human resources personnel to get themselves in a hurry to fill the job vacancies, making them pressured into advertising their job search advertisements in a hurry, hoping the perfect applicant would show up right away.

However, jumping into the hiring process right away without a clear goal can pave a road to disaster. If you are unsure about what you are looking for, the best talents may not be attracted to apply because of the vagueness of your job requirements and responsibilities, while unqualified people would come in hordes because they do not realize they are under-qualified for the job.

When selecting a candidate, the personnel should determine exactly what kind of employee your organization needs. They should spend the interview time thinking about questions they should ask instead of listening to what the candidate is saying. Avoid falling into discussing about non-work topics like sports and family issues. They also need to steer away from asking questions about salary expectations, willingness to relocate, etc.

Discriminate even in the most subtle way

Because you went ahead in hiring people without a clear plan, you can easily discriminate people even if you do not mean it. You may end up playing favorites, measuring candidates based on stereotyping, patronizing applicants, or you simply could not hire or promote certain types of people.

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