Employers: Here are the poor interviewing techniques you need to avoid

Poor job interview

When a new employee doesn’t work out, do you question whether it was down to the candidate or the interview technique?

It’s easy to blame a bad hire on the candidate not meeting expectations, but it’s also possible that the interviewer just wasn’t doing it right!

Here’s how not to interview.

Be mean

Use your best scare tactics to test the candidates’ integrity.

It seems that some interviewers’ think it will ‘test’ a candidate if they make them feel intimidated or even scared during an interview. If someone feels uncomfortable in your presence during interview, don’t be surprised when they turn down a job offer. No one wants to work for a bully.

“What kind of company has interviewers who treat candidates badly? The only kind of company that does that is companies whose leaders are asleep at the wheel. If the culture were healthier the hiring  managers as well as every new employee who comes on board after surviving bad treatment at the recruiter’s hands would complain until the lousy recruiter were retrained or replaced.”

Liz Ryan, Forbes.com

Use dated tactics

Yawn, stare out of the window and don’t give eye contact.

Pretending to be bored or uninterested in the candidate, about the interview or just in general in order to entice a candidate to win you over gives the impression that you can’t be bothered. It’s often said that an interviewer is looking for someone like themselves, are you looking for someone disengaged and distracted?

Be late

It doesn’t matter if you’re late – you’re not the one being interviewed.

If a candidate is late for interview it is frowned upon, when it’s the Hiring Manager that can’t turn up on time it doesn’t create a good first impression either.

“Not respecting someone’s time isn’t just rude, it’s bad for business. For your interviewer to sidle in considerably later than you agreed on, without an ounce of contrition, is a major red flag. If they’re this rude at the interview, imagine how they would be as a manager.”

~ Dana Manciagli, Career Expert and Consultant in Seattle

Fail to prepare

Interviewer: SQL
Me: Structured Query Language? SQL Server? Something else?
Interviewer: No idea. Ethernet!
Me: I know what it is. Anything specific?
Interviewer: Are you certified?
Me: To do what? Interviewer: I have no idea. HR puts all this c**p on my sheet and I am not an engineer. Can you do network stuff?
Me: Sure! Love it!
Interviewer: Great. Start Monday. God, I hate HR.

This exert is taken from a recent Guardian article that proves why preparation is so important.

Candidates are prepped to be interview ready; knowing the role, their CV and researching the company. It should be the same process for the Interviewer: be knowledgeable about the position and the person you are interviewing.

Cancel the interview

Send an email to cancel and don’t check it’s been received.

Emailing a candidate to cancel an interview can be disastrous. Always call and speak to them in person, don’t leave messages that may not be received. There is nothing worse than someone turning up for an interview when you think it’s been cancelled! Also remember that many candidates are taking time off work to attend an interview which isn’t easy so giving enough warning of a cancellation is advisable.

Dress inappropriately

Wear anything comfortable – jeans and trainers maybe?

There are infographics galore on what to wear to interview, but they’re always aimed at the candidate. Of course it depends on the type of company and the work wear policy, but dressing smartly shouldn’t just be down to the candidate.

Interrupt the interview

Make sure that you don’t miss that important call.

An interview should be held somewhere quiet without disruption. Being called out of the meeting to take a call doesn’t look professional and shows you’re not focused or interested on the interview.

Provide no feedback

Fail to give feedback to unsuccessful candidates.

Always thank the candidate for taking the time to meet with you, and always let them know how they’ve done even if they have been unsuccessful. It is good manners and PR for the company to provide thorough feedback. No one wants the candidate to relay a bad interview experience to friends, family or on social media.

Key things to remember:

You are representing the company so be polite, dress appropriately and know the role and candidates’ profile before the interview.

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