5 Interview Practices You Should Stop Using Now!
I have changed employers enough in my lifetime to have experienced several different types of interviewing practices. Not to brag, but I’ve seen it all! While I’ve usually left an interview with a sound inclination of whether I could expect a callback, some interviews left me with the feeling of relief when the company didn’t call to offer me the position. Unfortunately, many interviewers assume that prospective employees are in dire need of employment – and while that may be true in some instances, a formal interview is as much for the prospect’s view and feel for the company and its culture as it is their fit for the team.
What practices do candidates like the least?
5. Terrible Interview Questions
Knowing the most impactful questions to ask during the interview process can be tricky. Specific questions seem to be standard: “Tell me about yourself” or “We have several interested candidates, why should we hire you?” While they seem innocent enough, they can come across incorrectly to the interviewee, perhaps telling them why they don’t want to work for your company. Questions that probe a little deeper into who the candidate is will likely provide a clearer picture of how they operate at work and what motivates them to perform. For example, “What is it that caught your eye about the job description?”
4. Asking Questions about Personal or Sensitive Information
Indeed, there are behaviors that we all recognize are not appropriate in the workplace. Sometimes even the seemingly innocent, best-intentioned interview questions can cross the line. Sure, you manage a busy office, but it is not okay to ask me if working overtime will affect my family. It’s also not acceptable to figure out when I graduated college or what my heritage might be. The EEOC has made these and similar questions illegal. So be sure you are familiar with what you can (and can’t) ask or discuss.
3. Senseless Chatter
While the conversation is a natural part of the interview process (and in many situations is the most natural way to get a feel for each other), both parties should keep extraneous conversations light and focused. Do not allow yourself to become distracted. There are plenty of nightmares regaled on the Internet where applicants tell of horrific behavior during interviews. Don’t become an Internet story.
2. Keeping your candidate waiting
More than likely, your candidate was on time – meaning they arrived slightly ahead of the scheduled time with you. Do not keep them waiting. Be prompt and respectful. If you realize you’re going to be late: let the applicant know. You asked them for the interview, respect them for honoring the commitment.
1. Having Biases
Of course, prospects always want to believe they have a chance at being hired – otherwise, why interview? However, whether intentionally or unintentionally, the interviewer’s pre-formed and unsupported biases can ruin the opportunity to select and hire the best candidate! Of course, we don’t mean to be biased; for various reasons, it’s something that just sort of happens. But when our personal views affect decisions, especially those without basis or fact-based foundations, we end up doing everyone a disservice. The way we perceive candidates is critical to fill the roles for which we are interviewing in the first place.
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