5 Mistakes hiring managers make when interviewing candidates

One of the biggest sources of anxiety for job-seekers is the interview stage. However, it's worth noting that hiring managers can make mistakes just as easily as candidates.

There are many things that can go wrong for a candidate when searching for their ideal role including making mistakes on their CV and struggling to make the right impression (click here for our interview tips) below are the most common mistakes made by hiring managers and ways to ensure your hiring process smoother and more effective.

Focusing on the future more than the past

It's hard to cultivate an accurate opinion based on what a candidate might do in the future and we all know how easy it is to get caught up in their potential. A goof way to be mindful of this is rather than asking whether an employee would be willing to work overtime, ask them to describe a time when they have gone over and above to complete a task.

Rushing through interviews

You may find that even with a specialist agency by your side you'll still have to go through a few interviews before you find the right employee for your organisation and it can be tempting to cut those interviews short, but we all know that the best questions are thorough! Make sure that you delve into the claims that your candidates are making and always look for real, measurable facts that can be backed up with examples.

Not following up with candidates

For the majority of the time, candidates are nervous for their interview and eager to know how it went afterwards so it is super important you follow up with your candidates (via your recruitment consultant) By following up with every interview - regardless of the outcome - will help you perpetuate a positive employer brand which is a great way to get people talking about your business and the support you provide.

Being too quick to judge

Whilst preparing for an interview be mindful not to form any preconceived ideas or opinions about how suitable a candidate is for a role. Skills or career gaps are common and may be justifiable so don't rule any candidate out or make any unreasonable judgments before interviewing them. Keep an open mind as they could be the next best thing for your company.

Not confirming the next steps

Lastly make sure you're clear with the candidate on what they next steps are before you conclude their interview. Confirming time frames and when they can expect to hear back with an outcome. Take time to reflect on this candidates suitability and provide feedback to your recruitment consultant.

It's always worth taking your time when filling a position even if you're under pressure to fill it quickly otherwise you my start to notice problems with increased turn and other issues that might cost you more in the long run.

Latest articles