When it comes to job interviews, there’s a lot on the line. An effective interview can lead to a great hire and increased productivity. On the other hand, a less successful interview can lead to an employer’s worst nightmare – the bad hire.
So with that said, what are some common mistakes employers make when interviewing candidates – and how can you avoid falling victim to them? Here’s a look:
Mistake #1: No plan.
As one of Miami’s top staffing firms, Future Force knows that thinking you’ll simply go into an interview, just wing it, and see where it takes you is a bad idea. Not only will you come across as ill-prepared to the candidate, but when you don’t ask the same kinds of questions across the board of candidates, it’s harder to compare and ultimately make a hiring decision.
Practical tip: Prepare a list of questions you’ll ask each candidate ahead of time. Before each interview, review and mark up a particular candidate’s resume with questions specific to their background and skill set.
Mistake #2: Getting too personal.
Of course you want to put the candidate at ease so that your conversation goes well. But don’t do it by engaging in too much small talk. Doing so could uncover personal information about the candidate that could – but shouldn’t – cloud your judgment of them (for instance, if they have small children).
Practical tip: Stay on target, stick to your agenda, and keep the conversation focused on work topics, not personal ones.
Mistake #3: Not promoting your organization.
Many employers look at job interviews as an opportunity to evaluate a candidate; not necessarily as an opportunity for a candidate to evaluate their company. But it’s a two-way street – and the best candidates will have options when it comes to job opportunities.
Practical tip: Make sure you use some time during the interview to promote why your company is a great place to work.
Mistake #4: Not evaluating soft skills.
In today’s cutthroat business environment, hard skills simply don’t cut it anymore. Employees need to be strong communicators, hard workers, and have good attitudes, as well. But too many employers make the mistake of only evaluating hard skills, not looking at what’s underneath. And while you can teach someone the latest software program, you can’t teach them to be a team player, to be efficient, or to use time wisely.
Practical tip: Don’t simply ask questions related to skill set; ask questions that can help you dig deeper and uncover the candidate’s true personality. For instance, when evaluating interpersonal skills, ask questions like “How would your last boss describe you?” When evaluating verbal skills, ask question like “Tell me about a time you made a mistake on the job.” This forces the candidate beyond a “yes” or “no” answer and to offer a more detailed answer, so that you can evaluate their communication skills.
Avoiding the mistakes above is your first step toward avoiding a bad hire. However, if you simply don’t have the time or resources to put into hiring a terrific candidate, let Future Force know. As one of Miami’s top staffing firms, we’ve helped thousands of clients find qualified and reliable talent on a short-term, seasonal, and full-time basis. And we can help you too! Contact Future Force today to learn more.