When we think of the executive search and hiring process and how employers must assess candidates in the interview stage of these proceedings, we tend to talk most of the time about those factors that the candidate should or shouldn’t do either to make a good impression, or to at least avoid making a fool of themself. However, when talking about the errors that are made we don’t usually hear about the many mistakes that the interviewer can make. There is a proper timing that should be maintained in these processes, as well as a number of faux pas that these individuals can make which can severely damage a company’s reputation in the eyes of the candidate, and while this may seem like a matter of little consequence, such an impression can have farther reaching repercussions than may not be immediately apparent, not to mention that, given the current hiring climate and the talent shortage, who can afford to run the risk of scaring off a highly qualified candidate through some poor decision or slip up.
To help employers identify and avoid a few of the most common mistakes made by interviewers, here is a list compiled by executive search firms to this purpose.
First, when employers go in to an interview they typically expect the applicant to be on time, to have done their homework and learned the basic information about the company and the role they are applying for therein, and to be courteous and respectful. However, for some reason many interviewers seem to think that they are exempt from these same rules. In order to avoid being disrespectful to the individual that they are assessing and looking to potentially bring in to their organization, employers will need to prepare for each and every interview by taking a few minutes beforehand to learn a little bit about the applicant, by reviewing their resume and any other material that may be pertinent, so they will be able to demonstrate this knowledge and interest in the candidate by asking questions about the information. Also, punctuality as well as acting kind and courteously towards the candidate is important to demonstrate that their time is valued, that their application is being seriously considered, and that this whole ordeal is not simply a pointless waste of theirs and your time.
Another factor that interviewers should consider more carefully is their timing throughout this process. To begin with, though it goes without saying that conducting group interviews which bring in prospective bosses and coworkers to help asses a candidate can be an invaluable tool, employers need to hold off on using this technique until later on once the candidate pool has been significantly narrowed. Not only does conducting group interviews too early waste the time of those involved by making them review a number of candidates who will likely be eliminated in the first or second round of interviews, but it can put the candidate on edge as well and make them nervous if they have not been made aware of the situation. On a simpler note, while a time will come for the interviewer to begin working to sell the candidate on the position and the company, this should also be held off on. In the early stages of the interview process it is important that the candidate be allowed to talk the significant portion of the time to ensure that the interviewer has the chance to thoroughly hear them out and are therefore able to effectively assess them.
Published by Conselium Executive Search, the global leader in compliance search.
