The internet is swamped with blogs and articles related to mistakes that interviewees conduct during an interview. There is barely any awareness about the mistakes that managers or interviewers might make while conducting an interview. Whether it is an interviewee’s mistake or an interviewer’s, they have an impact upon the individual, when it means looking for a job or hiring somebody for the job. The above infographic designed by our infographic design agency, deals in showcasing potential mistakes conducted by managers or interviewers, leading them to hire an individual who might not best suit the job description.
Being unprepared: It is thought that it is unlikely of any manager or interviewer to be unprepared for an interview. But there are instances, where they have not gone through the resume in detail; they aren’t clear on what they require or what the job requires from the individual. Being unprepared for an interview shows tardiness on the interviewer’s part as they are not able to ask the right questions that will allow a better understanding of whether the individual is suitable for the task.
Judging surface qualities such as appearance and mannerism: Managers who tend to base their decisions upon the appearance and mannerism of the individual are wrong to do so. An appearance or good manners doesn’t suffice whether the individual is capable of performing what is expected out of him.
The Halo Effect: It means to allow one significant factor to influence crucial hiring decisions. For instance, if the interviewer has graduated from a certain university and so has the candidate, the interviewer might let this factor influence their decision. This is a bias approach and is popularly seen that certain managers will try to support their university’s alumni by hiring them and not taking into account whether they can fulfil the job description’s profile.
Emphasising upon the can-do instead the will-do: Managers need to be able to clearly distinguish between the can-do qualities which are qualification, experience and technical expertise from the will-do qualities such as motivation, temperament. The can-do qualities are those which will aid the interviewer better understand whether the candidate matches up to the job’s responsibilities.
Focusing on future rather than past achievements: What’s in the past is in the past. It cannot affect the performance of the future, and interviewers need to actively ask individuals what they are capable of achieving in the future and how are they going to achieve it. They shouldn’t dwell upon past accomplishments since they already have been achieved, an outlook on the future will help in positioning the candidate for the job.
Probe further: Interviewers should take caution when address to vague or unsupported claims made by the interviewee. Interviewers need to address the 5 questions: who, what, when, why and how in order to get a clearer view of the issue that has been asked. Supporting evidence such names, dates, dollar figures will provide a true picture of the candidate’s reliability.
Lack of communication amongst panel interviewers: Amongst an interview panel, all interviewers should focus on different elements of the interviewee’s resume. It is not presentable when three interviewers are focusing on one characteristic, such as technical expertise. Each interviewer should focus on different elements of the individual’s characteristics.
Answering questions for a candidate: Interviewers need to allow candidates paint a picture of why they are suitable for the job. They need to stop feeding words into the candidate’s mouth in order to finish their sentences. Let them speak while interviewers can listen to what their future aspirations are, rather than saying ‘I guess you left your previous job for a better opportunity’.
Over-selling the position: Interviewers tend to scare away prospective candidates right on their very first day by giving out too many details of the job. Focus on the key elements of the job responsibilities and not on every small detail. This tends to intimidate individuals and they tend to not stay for long.
Choosing the best out of a bad lot: Managers usually are under pressure when it comes to fill in a job positions. They will tend to select people that might come off to be courteous and helpful, but in the long run may not be able to meet deadlines or understand crucial details of a specific responsibility.
Our infographic design agency has successfully been able to creatively display the crucial mistakes performed by an interviewers. The above infographic crafted by our infographic design agency has been able to encompass all the points cleverly with engaging visuals to support the narrative facts.
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