Mistakes Hiring Managers Make When Interviewing Candidates

The hiring manager's responsibility, sometimes with the help of a hiring agency is to search for talented and experienced individuals.

While this may seem a straightforward task, not all hiring managers are successful. Some commit mistakes when hiring people which results in the quick hiring and firing of employees. Below we have listed some of the most common mistakes hiring staff make when interviewing talent and how to avoid them.   

Here are 6 mistakes hiring managers make when interviewing candidates:

1) Asking irrelevant questions

Asking the right interview questions can tell you more about a candidate than what is written on their CV. Asking irrelevant questions will only confuse the candidate and waste your time.

Have a clear understanding of what you want to get out of the interview. If you're unsure, research the best interview questions to ask interviewees specific to the role. Not only will this help you for this series of interviews, but it will also enhance your hiring manager skills.

2) Unrealistic expectations 

It's only natural to want to have the best employees working at your company, but it's important to manage your expectations. There are no superheroes at least not on paper and you should not waste your resources looking for the next Clark Kent. As a hiring manager, it's your responsibility to be as realistic as possible in your job search. Only demand the skills required for the role, not an imaginary idea of what you wish the role could be.

A candidate with four degrees, who speaks six different languages isn't required for your management accountant vacancy. Setting unrealistic expectations will only leave you disappointed and will result in extra costs. If you're struggling to understand which skills are required for a specific role, get in touch with a specialist who will provide you with the right information.

3) Acting too stern

Many hiring managers make the critical mistake of acting too stern during interviews. Where it’s understandable to want to appear professional, the majority of the time it will only put extensive pressure on the interviewee. This could have a negative effect on the candidate who in a normal situation could be ideal for the role. The right balance between professional and informal will make the candidate feel more relaxed.

4) Failing to prepare

The same way candidates need to prepare for the interview, you as a hiring manager are expected to do the same. If you don't, it can be detrimental to the recruitment process. You must extensively examine the candidate's CV and plan your line of questioning.

Failing to prepare will only result in a missed opportunity to gather important information that could help you make an informed decision. Make sure you are fully prepared and have clear objectives, this will make your hiring decision easier.

5) Incorrect job description

As a hiring manager, you must ensure that the job description is accurate. You need to provide specific details about the job and the skills that’s required. A candidate should have a clear understanding of the role by reading the job advert. Providing a clear description will increase the probability of receiving high-quality applications. Being too generic will only attract irrelevant candidates prolonging your job search.

If you are unsure about how to write an effective advert, you should consider hiring a job description writer or using a job description template to assist you.

6) Rushing the process

Finding a great candidate to fill a vacancy can be extremely difficult and time-consuming. Don’t rush the process. Hiring teams often try to accelerate the hiring process and end up with a bad employee who they quickly replace.

Remember, you are looking for an asset to your company and you should take your time searching for it. If you are worried about the lack of in-house resources, contact a specialist recruitment agency that will be more than happy to use their expertise and offer their hiring services. Hiring can be a difficult task.

It requires a lot of work and time to hire the most suitable candidate for your organisation. Employees are an asset to an organisation and hiring a bad one may tarnish the company's reputation. Don't rush the process, make sure you are making an informed decision and are hiring your ideal employee.