The selection of a new employee is a major investment for
your firm.
And Interviewing is the most important part of selecting the right candidate to work for you.
So make sure that you don't commit any of the following mistakes.....
1. Prepare well
Prepare well in advance for the interview.
Make sure you have gone over the all the employees'
resumes - and have your own list of questions prepared and ready to ask.
During the interview you NEED to be paying ATTENTION to what each
candidate is saying, not lost in your mind trying to come up with
clever questions to ask.
2. Pay FULL attention
Interviewers often miss critical information: Many interviewers focus on a few
general details of the candidate’s job success and overlook critical
items from the candidate’s work history
3. Keep an OPEN mind
Try not to be like most interviewers who make up their minds about a candidate in the first
4 to 5 minutes ---- and then spend the rest of the interview asking questions merely to confirm their initial assessment.
4. And NOT a closed one.....
Be aware that as interviewers we can bring our own biases and
stereotypes into the interview: Most Interviewers don’t realize that
they are classifying candidates based on prejudices such as school,
background or even residence. This will cloud your judgment at decision
time.
5. Don't let the 'Halo Effect' affect your judgment?
As we mentioned in '20 Quick Tips On how to interview successfully'!, be
aware of the 'Halo Effect'
Remember: If the candidate before the candidate you are interviewing was very good -- or very bad, this can radically influence your rating and perception of the candidate you are
PRESENTLY interviewing. This is the 'halo effect'.
It's like having to give a speech in a wedding - just AFTER the best speaker
in the room has spoken. Your speech may be very good but,
unfortunately people will tend to judge it subconsciously against what they have just heard. As an interviewer,
try not to make this mistake..
.
6. Remember your own interviews
Most interviewees will be very nervous at the beginning of the
interview.....no doubt like you were...so start off with a brief
introduction and a few warm simple questions.
7. Beware of the 'Primacy-regency effect'
Be aware of what psychologists call the 'Primacy-regency effect'. This is where most interviewers remember, what happens at the beginning and
at the end of the interview, but tend to forget what happens in the middle.
So give the candidate an even break by considering his entire
'performance'.
8. Always read between the lines
Don't just take the candidate's verbal answers into account. Pay close attention to the interviewee's body language. Does
she appear confident? Does she make good eye contact during the interview?
Do you think the candidate really believes what he is saying?
What does your gut instinct tell you?
9. Ask behavioral-based interview questions
Behavior-based interviewing is an approach that looks at past behavior as the best predictor of
future performance. So in your questions, rather than asking, "What would you do if ..."
ask, 'Tell me about a time when you.....
Remember: Just because people can give good answers and sound impressive it doesn't mean they can DO what they SAY. If
they have performed well in the past - it's a good guide as to how they
will perform in the future- in your company! ( If
you want to hire the right person try asking these
great questions)
10. Avoid snap judgments
Avoid making snap judgments on any candidate. Have an open mind throughout the
interview - and after. Discuss your opinion with other members of your
interview team. If you are unsure about a number of candidates - bring
them back for a second interview. You will discover hundreds of things
you didn't notice in the first interview.
11. Illegal questions
Illegal interview questions
refer to any questions asked during an interview
that may be used to discriminate against an
interviewee. Be fully aware of what
questions are illegal before you start your interview.
Check out our article Illegal questions
12. The danger of Oral contracts
Never make any oral contracts with any of the candidates as they
can be binding
13. Take notes
Interviewers fail to take notes: Interviewers rush into an
interview, look over a candidate’s resume, ask a few questions and
rely on their memory when it comes to making a decision on such a
critical matter
copyright
2005 interview
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