4 Mistakes Interviewers Should Not Make When Selecting New Employees
Are you planning to hire new employees to fill the new positions which were created after your company expanded? Below are some of the mistakes which you should not make while interviewing the shortlisted applicants.
Not Defining "Good Fit"
Some hiring managers make the mistake of basing on their gut feeling alone when identifying the candidate whom they think will fit well into the company. Such hiring managers end up selecting candidates who seem to be like them instead of those who possess the desired skills and attitudes. Avoid making that same mistake. Write down what exactly you are looking for in a candidate. You will then have an objective yardstick upon which to find that candidate who will fit in the company.
Judging Candidates Based on Dressing
It is also wrong to form a bias against a candidate just because he or she has turned up for the interview in an attire which you consider inappropriate for your company's culture. Different companies have their own standards of what is considered appropriate dressing. It is therefore advisable for you to desist from attaching a lot of importance on how an applicant has dressed for an interview, unless the dressing was extreme (such as wearing shorts and flip-flops). Focus on the skills of the candidates. You can later inform them about the expected dress code in case you make a job offer to that individual.
Falling for Stories
Some hiring managers ask interviewees to explain how they handled certain situations in their work life. For instance, the interviewer may ask a candidate to explain how he or she dealt with a difficult co-worker in a previous workplace. The answers to such questions may not reveal the true abilities of candidates since candidates can be coached how to answer such questions. A better way to assess candidates should entail asking them to demonstrate their skills practically. Such a practical demonstration can give you a better picture instead of relying on responses to hypothetical scenarios.
Misjudging Nervousness
It is also common for some hiring managers to think that a candidate may not have enthusiasm for the job just because the person is nervous or doesn't smile during the interview. Interviewers should not judge such candidates negatively because most candidates feel that they are being judged based on rules which are unknown to them. The interview is, therefore, a nerve wracking experience which can even throw the best candidates off-balance. Stick to the particulars of the job description so that you identify the candidate with the desired skills and experience instead of forming biases towards candidates.
For more hiring tips, reach out to recruitment services near you.
